In April 2025, Inclusion and Diversity in Nuclear (IDN) was delighted to collaborate with our friends at The University of Sheffield to host two research interns, Carly and Tom.
Their project focused on exploring and evaluating returner programmes, where structured initiatives were designed to support a range of professionals to get back into their sector after extended career breaks. As returner programmes gain recognition for their role in addressing workforce shortages and driving inclusion, the renewed focus and investment in these initiatives is encouraging.
Carly and Tom’s research examined returner schemes across a range of sectors, identifying successes, barriers, and areas for improvement. The goal was to assess whether similar approaches could be more widely promoted in the nuclear sector, where workforce shortages, gender imbalance, and an ageing demographic remain pressing challenges.
One of the clearest findings was the gap between confidence and opportunity. Returners left programmes feeling prepared with as high as 87% reporting an improved sense of individual confidence. Yet many still hit barriers when applying for roles due to hiring attitudes and limited opportunities. The most successful schemes were those where employers were more engaged, offering structured placements, flexible working and clear routes into permanent jobs. Programmes that considered caring responsibilities – through online delivery, school-hour sessions and hybrid options – were also far more accessible.
For IDN, these lessons are highly relevant. The research reinforces that returner programmes are not only a diversity initiative but a strategic workforce solution. They offer a pathway to bring skilled professionals back into the sector, help address gender imbalances and strengthen the resilience of the nuclear workforce. At the same time, the findings remind us there is still a way to go in improving access to employment after career breaks, particularly in shifting hiring attitudes and practices towards returners.
We look forward to continuing this important conversation and exploring how returner programmes could be championed more widely across the sector.
