of women with degree-level qualifications who are involuntarily working part-time, would prefer to work longer hours
40% of women returning to work full-time experience occupational downgrading
managers prefer to hire a less qualified candidate over one who has been out of work for more than six months as they assume that a career gap has resulted in the deterioration of skills.
Addressing the career break penalty for female professionals can deliver significant economic benefits. Our research shows that achieving this could increase their annual earnings by £1.1 billion, or £4,000 per woman. This generates additional economic output of £1.7 billion annually.
up to 29% of women switching from part-time to full-time work face occupational downgrading, compared to 7% of professional women who remain in full-time roles, with this incidence at least doubling for women who take career breaks
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