never too late to return
TRANSCRIPT
OPINION
JAN-FEB 2008 | VOLUME 11 | NUMBER 1-256
Never too late to return
“Never give up on a good thing...” goes a George
Benson song. This is just the advice that should be
given to many scientists who think their research
careers are over after a career break.
It is also a message that needs to get across to
employers in academia and industry. With falling
numbers of graduates entering science, engineering,
and technology (SET) careers, employers can no
longer afford to ignore
the fact that women and
men who take a career
break often do not return
to their old jobs. This
has serious implications
for the cost of recruiting
and training staff and, at
a national level, affects
competitiveness and productivity.
It is not an isolated problem – scientists across
Europe find it is almost impossible to return to
careers at the same level as they had before they
left. Organizations such as the European Platform
of Women Scientists (EPWS) are addressing the
problems, and Daphne Jackson Fellowships in the UK
have been held up as examples of good practice.
It can be almost impossible for many scientists
in the UK to return without the help of such
fellowships. The Daphne Jackson Trust offers two-
year, part-time paid fellowships in universities and
industrial laboratories throughout the UK. These
offer the opportunity to re-establish scientific
credentials and obtain a recent research record while
retraining and renewing skills.
The Daphne Jackson Trust, in collaboration with the
UK Resource Centre for Women in SET, produced
a report in 2006 called Real Returners, Real Issues.
The report is looked at the issues and needs of
returners and those who employ them. It discusses
the barriers, the business case, and the benefits
of employing returners, and presents a series of
recommendations for societies and professional
bodies, research councils, employers in academia
and industry, the UK Government, and returners
themselves.
According to the report,
academia is often one of
the last strongholds of
negative and outdated
attitudes toward
returners. This has to
change. It is with the
help of societies, research
councils, and university
departments that change can be implemented,
making sure that equality and diversity guidance and
good practices are actively implemented.
The report recommends that professional bodies
and societies highlight the help and support they
offer. Similarly, research councils should make
their policies for funding applications transparent
and publicize them to academic departments who
are often at fault when not considering part-time
research positions. There is a role for government
in ensuring that there is sufficient good quality and
affordable childcare available for returners, as well as
encouraging companies and academia to tackle the
prejudices that exist against part-time working.
Finally, returners themselves must be consistent
and motivated in their approach to finding suitable
opportunities to return to their careers. Individuals
must see their break as a positive experience that
has enhanced their skills and reflect this on their CV.
Returners have much to offer. Not only are they
fully qualified for the role, their career breaks
have often heightened the skills required by top-
class employers or departments, namely time
management, flexibility and adaptability, conflict
resolution, and working under pressure.
Bea Lindsay is a materials scientist who began
her research career at Queen Mary, University
of London. After her PhD and two years as a
postdoctoral research assistant, she became a
research fellow at the University of Surrey before
taking a career break to have a family. Lindsay
decided to return to her career as a research scientist
when her younger daughter was settled in full-time
education, so she contacted Jim Castle, who had
worked with her at Surrey. Castle recommended
the Daphne Jackson Trust, helping Lindsay through
the initial stages of finding a suitable host and
supervisor.
Lindsay was awarded her fellowship in 2004 after
a career break of 13 years and is very enthusiastic
about it and the opportunities it opened up for her.
After completing her fellowship, she took a one-
year contract at the University of Surrey and is now
looking for the next opportunity to continue her
research.
Another materials scientist, John Mason, took
advantage of a fellowship after he had a 12-year
career break. Mason had worked in academia and
industry for six years after his PhD and then took
a break for childcare and caring responsibilities.
Mason was awarded a fellowship in January 2005
at Swansea University. Now, three years later, he
has successfully completed the fellowship and is a
postdoctoral fellow on a two-year contract in the
Department of Materials at the University of Oxford.
Katie Perry | Daphne Jackson Trust | [email protected]
Taking a break shouldn’t mean your research career is over. Things need to change so that neither employers nor returners lose out.
Employers can no longer afford to ignore the women and men who take career breaks
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