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Mothers and More requests YourOnRamp's Insight into Career Options for Women
Mother’s Day Campaign 2008
Connecting Mothers’ Voices
Mothers and More (www.mothersandmore.org) invited YourOnRamp's Betsy Bagley to participate in its POWER Loop guest discussion which focused on what it would mean if our society truly supported mothers, what we can do to work toward changes that will benefit us, and how mothers can be counted.
Thank you, Debra, for elevating all these issues simultaneously. I am amazed at how much crossover there is between all the respective “missions” of your Power Loop guests. It reinforces that although we are vastly unique individuals, there is a high degree of universality to our lives as mothers.
Research I recently read demonstrated that when we begin our lives as accomplished professionals, our priorities are focused on education and career. Family roles and concerns are not even on the radar. The priorities of education and career quickly, and often surprisingly, take a back seat to the immediacy of our parent/family roles with the advent of children. We know our perspective can change as described in the 10 Year Nap. After giving so much of ourselves to our children, we find that we still retain intellectual capital that craves to be invested.
I think the same anxiety that plays into our parenting anxiety also plays into our career choices. Do we stay at work to ensure career choices later? Do we focus on childrearing so that we can provide, monitor, and ensure the proper stimulation and challenge? When is it okay to work because we derive satisfaction from an identity outside the home? (And do I need to feel guilty about that?) We need to take that step back and rest assured that moderation on both sides, modulation between the two, or complete focus on one role are all alternatives that are advantageous to different women. We need to feel confident enough to make the best choice for ourselves and our families.
That brings me to the purpose of YourOnRamp and how similar it is to the aim of the Women’s Educational Counseling Center founded by Ellen Cooperperson in 1978. Ellen says, “The biggest barrier to women’s career advancement then was their perception of what they were capable of doing”. Today, Sylvia Ann Hewlett still identifies waning ambition and confidence as one of the biggest hurdles for women who have OffRamped (taken a break from their careers). Ellen’s different programs were designed to help women reenter and advance in the job market – and that is clearly our objective at YourOnRamp. Although the workplace is not nearly as misogynistic, hurdles remain and women still need supports and resources to succeed.
Now, to address Debra’s specific questions about our experiences at YourOnRamp.com:
>>Tell us a little bit about how YourOnRamp was born?
YourOnRamp was the brainchild of Millie Froeb and Catherine Clifford of San Francisco. These two highly intelligent, well-educated, and accomplished professionals took a break from the workforce to care for their families. When they looked for a job that allowed them to manage both their career and family worlds, prospects (or lack thereof) left them disheartened. They met on the playground at their children’s school and found their common bond. They believed that an online community which provided the connections, resources, and opportunities to succeed was a missing link in the available offerings. They chose a transparent job board format versus a recruitment/staffing model in order to offer women more control over the process.
>>What is the vision for YourOnRamp? What type of services do you provide to women and employers?
YourOnRamp is an online resource for women in career transition. Whether OnRamping or OffRamping, YourOnRamp provides the social network, career resources, and job opportunities to help women succeed. The Job Board features full-time, part-time and project job postings from employers that are embracing flexibility in the workplace. Our newly released book, Your CareerOnRamp: a woman’s guide to re-entering the workforce provides guidance for creating your personalized OnRamp plan. It is complemented by local and virtual workshops which walk you through the steps. We recognize the process of the ramp. There is no elevator to take us immediately back to the floor we left when we decided to take time out. The process of re-entry requires many steps that include updating our skills and refreshing our networks. Our workshops address those and more.
We aim to be the one-stop OnRamp national resource. Our online format allows us to reach women in any location. We want to connect individuals who feel isolated and overwhelmed by the prospect of re-starting their careers. Many of us share the same thoughts – Do we want to stay in the same field? Would we rather start our own business or work for a non-profit? How will we manage both work and home domains? Are we still smart enough? Can we hold our own in an interview or intellectual discussion? You may find a familiar voice as you read our blogs from inspiring OnRampers or articles by individuals who want to share their story.
>>Around the country, what are you hearing from mothers either exiting or returning to the paid workplace? What things do they ‘voice’ in common? How might our experiences vary?
Although the vast majority believe they made the right choice (and most do think it was their “choice”), there are those who regret the decision to leave the workforce. Many think they made the best choice among the available options, but wish there had been another option which included flexible, project, or part-time work. The biggest regret is the loss of the network, or other business contacts. Most of us recognize that business discussions are not usually happening at play groups or on the playground. It is that lack of pertinent exchange that weakens our access to the lexicon of our profession and ability to engage in topical discussions. This ultimately leads to lower confidence and undermines our belief in professional value. At YourOnRamp we are working hard to bring that type of exchange experience to our members. We need to remain active in professional groups during the OffRamp period, and particularly as we begin to OnRamp.
The one thing we hear over and over again from women who are successful at remaining in the workforce or at re-engaging is that they needed a support system. Individuals with a supportive partner who is willing to make some accommodation (time, money, requesting flexibility in their job, personally active in child care or household chores) for a two career family find the process much less stressful. When a mother is solely responsible for adjusting her work life to manage the family, the stresses can be incredible. Additionally, we often hear how much more difficult the OnRamping process is than imagined. Therefore, support from within and outside our families is crucial to maintaining momentum and hope.
>>What sort of reception are you finding among employers for the work that you are doing?
Employer response is as varied as you would imagine. Larger corporations (especially those experiencing the 'talent crunch') are eager to attract talent from this new segment. However, their interests are usually very specific to the niche in short supply (i.e., Lehman Brothers' Encore program seeks previous Vice-President level professionals, a Deloitte manager wanted only expatriate tax accountants). More small/medium size businesses are beginning to recognize that they can compete for talent that was previously out of their salary range when they couple the benefits of flexibility (where, when, number of hours). This is different than offering ourselves as a "cheap" alternative; we have the option to make the tradeoff between flexibility and golden handcuffs. The employers that have hired from this segment speak very highly of the commitment, intelligence, and productivity of OnRamp professionals. These forward-thinking employers are definitely proponents of increasing employer access to this talent segment.
>> What comments or concerns do they share about exiting/on ramping women? Do employers 'see' women who have been off ramp for a time as viable employees? What sort of value are they placing on the time out of the paid workforce?
Their greatest concerns employers have about OnRampers regard their commitment and current knowledge. Many believe it is a risk to hire an OnRamper and, given the option, would choose someone currently in the workforce with demonstrated commitment. Often times, the gap on the resume is the nail in the coffin. We address all these issues in our workshops and recommend that a candidate address the employer's concerns head on. The employer may not feel comfortable asking the questions that are really on their mind (in the 32 states where it is illegal to ask). An OnRamper should explain that it is precisely the commitment to excellence that led them to take a career break and the employer should rest assured that anything the candidate commits to doing will be done to the highest degree of competence. Individuals should also take steps to become current in their intended specialty or area of interest. Strategic volunteering and non-profit work can help here, along with many educational programs that are available.
For employers that get over that hurdle, the next biggest concern is whether offering the flexibility that many OnRampers request will open the floodgates for all their employees. We work with employers to provide the research findings that demonstrate the business case for flexibility and reassure them that other employers have found this to be a successful approach. Most employers that offer flexibility find that employee retention, involvement, and productivity increase as a result. I like to quote Ellen Galinsky of the Families and Work Institute who said, "If you give them an inch, people will return a mile."
The question of value and compensation as it relates to time out of the work force is important. You still have the same education level and work experience, coupled with life experience (and we all know parenting brings new negotiating and management insight), so claim your value. Granted, your current knowledge of the industry and proficiency with the advances may be lacking. Given that salaries should at least grow with the cost of living, we wouldn't expect you to make much less than you were making previously. Precisely how much depends on the length of the career break, the level of volunteering, efforts made to stay current and/or updated, and the demand for your skill set. However, if you believe the job is an opportunity to network, re-engage, and gain credibility (and view it as paid training), you might consider a lower pay scale. This seems to be the rationale for the SWAT team.
Connecting Mothers’ Voices
Mothers and More (www.mothersandmore.org) invited YourOnRamp's Betsy Bagley to participate in its POWER Loop guest discussion which focused on what it would mean if our society truly supported mothers, what we can do to work toward changes that will benefit us, and how mothers can be counted.
Thank you, Debra, for elevating all these issues simultaneously. I am amazed at how much crossover there is between all the respective “missions” of your Power Loop guests. It reinforces that although we are vastly unique individuals, there is a high degree of universality to our lives as mothers.
Research I recently read demonstrated that when we begin our lives as accomplished professionals, our priorities are focused on education and career. Family roles and concerns are not even on the radar. The priorities of education and career quickly, and often surprisingly, take a back seat to the immediacy of our parent/family roles with the advent of children. We know our perspective can change as described in the 10 Year Nap. After giving so much of ourselves to our children, we find that we still retain intellectual capital that craves to be invested.
I think the same anxiety that plays into our parenting anxiety also plays into our career choices. Do we stay at work to ensure career choices later? Do we focus on childrearing so that we can provide, monitor, and ensure the proper stimulation and challenge? When is it okay to work because we derive satisfaction from an identity outside the home? (And do I need to feel guilty about that?) We need to take that step back and rest assured that moderation on both sides, modulation between the two, or complete focus on one role are all alternatives that are advantageous to different women. We need to feel confident enough to make the best choice for ourselves and our families.
That brings me to the purpose of YourOnRamp and how similar it is to the aim of the Women’s Educational Counseling Center founded by Ellen Cooperperson in 1978. Ellen says, “The biggest barrier to women’s career advancement then was their perception of what they were capable of doing”. Today, Sylvia Ann Hewlett still identifies waning ambition and confidence as one of the biggest hurdles for women who have OffRamped (taken a break from their careers). Ellen’s different programs were designed to help women reenter and advance in the job market – and that is clearly our objective at YourOnRamp. Although the workplace is not nearly as misogynistic, hurdles remain and women still need supports and resources to succeed.
Now, to address Debra’s specific questions about our experiences at YourOnRamp.com:
>>Tell us a little bit about how YourOnRamp was born?
YourOnRamp was the brainchild of Millie Froeb and Catherine Clifford of San Francisco. These two highly intelligent, well-educated, and accomplished professionals took a break from the workforce to care for their families. When they looked for a job that allowed them to manage both their career and family worlds, prospects (or lack thereof) left them disheartened. They met on the playground at their children’s school and found their common bond. They believed that an online community which provided the connections, resources, and opportunities to succeed was a missing link in the available offerings. They chose a transparent job board format versus a recruitment/staffing model in order to offer women more control over the process.
>>What is the vision for YourOnRamp? What type of services do you provide to women and employers?
YourOnRamp is an online resource for women in career transition. Whether OnRamping or OffRamping, YourOnRamp provides the social network, career resources, and job opportunities to help women succeed. The Job Board features full-time, part-time and project job postings from employers that are embracing flexibility in the workplace. Our newly released book, Your CareerOnRamp: a woman’s guide to re-entering the workforce provides guidance for creating your personalized OnRamp plan. It is complemented by local and virtual workshops which walk you through the steps. We recognize the process of the ramp. There is no elevator to take us immediately back to the floor we left when we decided to take time out. The process of re-entry requires many steps that include updating our skills and refreshing our networks. Our workshops address those and more.
We aim to be the one-stop OnRamp national resource. Our online format allows us to reach women in any location. We want to connect individuals who feel isolated and overwhelmed by the prospect of re-starting their careers. Many of us share the same thoughts – Do we want to stay in the same field? Would we rather start our own business or work for a non-profit? How will we manage both work and home domains? Are we still smart enough? Can we hold our own in an interview or intellectual discussion? You may find a familiar voice as you read our blogs from inspiring OnRampers or articles by individuals who want to share their story.
>>Around the country, what are you hearing from mothers either exiting or returning to the paid workplace? What things do they ‘voice’ in common? How might our experiences vary?
Although the vast majority believe they made the right choice (and most do think it was their “choice”), there are those who regret the decision to leave the workforce. Many think they made the best choice among the available options, but wish there had been another option which included flexible, project, or part-time work. The biggest regret is the loss of the network, or other business contacts. Most of us recognize that business discussions are not usually happening at play groups or on the playground. It is that lack of pertinent exchange that weakens our access to the lexicon of our profession and ability to engage in topical discussions. This ultimately leads to lower confidence and undermines our belief in professional value. At YourOnRamp we are working hard to bring that type of exchange experience to our members. We need to remain active in professional groups during the OffRamp period, and particularly as we begin to OnRamp.
The one thing we hear over and over again from women who are successful at remaining in the workforce or at re-engaging is that they needed a support system. Individuals with a supportive partner who is willing to make some accommodation (time, money, requesting flexibility in their job, personally active in child care or household chores) for a two career family find the process much less stressful. When a mother is solely responsible for adjusting her work life to manage the family, the stresses can be incredible. Additionally, we often hear how much more difficult the OnRamping process is than imagined. Therefore, support from within and outside our families is crucial to maintaining momentum and hope.
>>What sort of reception are you finding among employers for the work that you are doing?
Employer response is as varied as you would imagine. Larger corporations (especially those experiencing the 'talent crunch') are eager to attract talent from this new segment. However, their interests are usually very specific to the niche in short supply (i.e., Lehman Brothers' Encore program seeks previous Vice-President level professionals, a Deloitte manager wanted only expatriate tax accountants). More small/medium size businesses are beginning to recognize that they can compete for talent that was previously out of their salary range when they couple the benefits of flexibility (where, when, number of hours). This is different than offering ourselves as a "cheap" alternative; we have the option to make the tradeoff between flexibility and golden handcuffs. The employers that have hired from this segment speak very highly of the commitment, intelligence, and productivity of OnRamp professionals. These forward-thinking employers are definitely proponents of increasing employer access to this talent segment.
>> What comments or concerns do they share about exiting/on ramping women? Do employers 'see' women who have been off ramp for a time as viable employees? What sort of value are they placing on the time out of the paid workforce?
Their greatest concerns employers have about OnRampers regard their commitment and current knowledge. Many believe it is a risk to hire an OnRamper and, given the option, would choose someone currently in the workforce with demonstrated commitment. Often times, the gap on the resume is the nail in the coffin. We address all these issues in our workshops and recommend that a candidate address the employer's concerns head on. The employer may not feel comfortable asking the questions that are really on their mind (in the 32 states where it is illegal to ask). An OnRamper should explain that it is precisely the commitment to excellence that led them to take a career break and the employer should rest assured that anything the candidate commits to doing will be done to the highest degree of competence. Individuals should also take steps to become current in their intended specialty or area of interest. Strategic volunteering and non-profit work can help here, along with many educational programs that are available.
For employers that get over that hurdle, the next biggest concern is whether offering the flexibility that many OnRampers request will open the floodgates for all their employees. We work with employers to provide the research findings that demonstrate the business case for flexibility and reassure them that other employers have found this to be a successful approach. Most employers that offer flexibility find that employee retention, involvement, and productivity increase as a result. I like to quote Ellen Galinsky of the Families and Work Institute who said, "If you give them an inch, people will return a mile."
The question of value and compensation as it relates to time out of the work force is important. You still have the same education level and work experience, coupled with life experience (and we all know parenting brings new negotiating and management insight), so claim your value. Granted, your current knowledge of the industry and proficiency with the advances may be lacking. Given that salaries should at least grow with the cost of living, we wouldn't expect you to make much less than you were making previously. Precisely how much depends on the length of the career break, the level of volunteering, efforts made to stay current and/or updated, and the demand for your skill set. However, if you believe the job is an opportunity to network, re-engage, and gain credibility (and view it as paid training), you might consider a lower pay scale. This seems to be the rationale for the SWAT team.
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