Research and analysis

Appendices

Published 28 November 2024

Appendix 1: Supporting information

Estimating the UK STEM returner population

In July 2024, the Office for Equality and Opportunity (OEO) conducted an analysis to estimate the number of STEM returners in the UK. STEM returners were defined as people who: 

• previously worked in science, technology, engineering and maths occupations (STEM)
• were of working age (16 to 64 years)
• had been economically inactive for at least a year
• left their job due to caring responsibilities
• expressed they would like to work now or in the future

Below is a summary of the main findings and methodology used. 

Main findings

In 2023, there were approximately 58,100 STEM returners in the UK. The characteristics of this population are as follows:

• 71% were female, compared to 31% of the STEM workforce
• 59.9% were aged between 25 to 44, with a mean age of 40.5 years old
• 68% of the STEM returner population were from a white ethnic group compared to 84% of the current STEM workforce
• 19% of the STEM returner population were from an Asian or Asian British ethnic group (including the following ethnic groups: Indian, Pakistani, Bangladeshi, Chinese and any other Asian background)
• 34% had been out of work for 5 years or more
• 74% lived in a household with dependent children, significantly higher than the proportion in the STEM workforce (42%) and the proportion of females in the STEM workforce (44%)
• around 24,600 (42%) lived in the Midlands and north of England (including the North East, North West, Yorkshire and The Humber, East Midlands and West Midlands)
• around 15,100 (26%) lived in London and the South East of England - all other STEM returners live either in the East of England, the South West of England, Northern Ireland, Scotland or Wales

Methodology

To estimate the STEM returner population, this analysis used data from the 2023 Annual Population Survey (APS). The APS is a continuous household survey of the UK that measures a variety of social and socio-economic variables.^{[footnote 1]}

Defining STEM Returners

STEM returners are defined as those of working age (16-64 years) who:

• are currently economically inactive due to ‘looking after family, home’
• definitely or probably will work in the future
• reported leaving their last job at least 12 months ago
• had what OEO defines as a STEM occupation as their last job

Defining STEM occupations

OEO derived a classification of STEM occupations in respect to Standard Occupational Classification (SOC) 2020 codes from the Office for National Statistics (ONS).^{[footnote 2]} 

A scoping exercise was conducted with the Department for Education, the former Department for Business, Energy and Industrial Strategy,^{[footnote 3]} the ONS, and The Royal Society to identify existing STEM classifications. Two existing classifications from the Women into Science and Engineering Campaign (WISE) and the Royal Society were consulted to form the basis of the OEO classification of STEM jobs in respect to SOC 2020 codes.

Risks and considerations

The OEO classification is a working definition that will be continually reviewed. There is no universal definition of STEM employment and there is an element of subjectivity in classifying occupations. Other STEM classifications may produce slightly different estimates of the UK STEM returner population.

SOC 2020 codes are not available for those who left work more than 8 years ago, so there are potentially additional STEM returners who left STEM occupations over 8 years ago who are not captured in this analysis.

The estimates for the STEM returner population are an approximation though there is a degree of uncertainty in this. While 58,100 is a best estimate for the population in 2023, the true size of the population may fall between 50,570 to 65,714.

Appendix 2: Evaluation framework and methodology

Evaluation framework 

The STEM ReCharge evaluation was a process evaluation, with the following evaluation objectives:

• to understand the programme’s aims and how it was delivered
• to assess initial indicators of returners being supported to go back to work
• to assess initial indicators of employers being encouraged to hire and support returners

To address these objectives, the evaluation specified core research questions, across 3 themes:

1. Understanding programme delivery

• How was the programme delivered to support meeting its overall aims?
• What inputs were required to deliver the programme?
• What activities were undertaken, how, when, and by whom?
• Who was eligible for the programme? 
• Through carrying out programme activities, what were the intended outputs and outcomes?

1. Engagement with the programme

• Did the programme recruit the target number of applicants to the programme?
• Who engaged in returner/employer training? 
• Did any participants disengage during the programme and why? 
• What were the experiences of participants during the programme? Did participant experiences vary significantly? 

1. Perceived outcomes for participating returners and employers

• What barriers to returning to work did returners experience before and after the programme?
• How confident did returners feel about returning to work before and after the programme?
• How prepared to return to work did returners feel, before and after the programme?
• How much did employers know about hiring and supporting returners before and after the programme?
• How confident did employers’ feel in their ability to hire and support returners before and after the programme? 
• How willing were employers to hire and support returners after the programme? 

Evaluation methodology

To address the evaluation objectives and core research questions, the following evaluation activities were conducted:

• developing a theory of change (TOC) - included at Appendix 3, this was used to inform the evaluation framework and research tools, and to ensure the evaluation explored the delivery, outputs and expected outputs from the programme
• analysing quantitative survey data from participants
• analysing programme output monitoring data, including details of programme activities and participant attendance

Quantitative survey data 

Quantitative survey data was collected from participants during the programme. This was analysed to understand levels of and patterns in participant engagement during the programme, participant experiences of different aspects of the programme and to compare self assessed attitudes before and after the programme. 

Returners

Four online surveys were sent to participating returners:

• all applicants completed application forms which assessed their eligibility and gathered baseline data on attitudes to returning to work
• training evaluation survey 1 was sent to assess attitudes, engagement and experiences after Coaching and Job Skills workshops and their ReFresh week
• training evaluation survey 2 was sent to assess attitudes, engagement and experiences after mentoring and drop-in support sessions
• an end of programme survey was sent to those who completed the programme and captured perceived outcomes on attitudes to returning to work

Response rates to surveys sent to returners are summarised in Table A-1.

Table A-1: The response rates to returner surveys varied

Number of responses and response rate for programme surveys sent to returners

Survey	Number of responses	Number engaged in programme	Response rate
Application forms	283	283 applicants	100%
Training evaluation survey 1	44	95 still engaged	46%
Training evaluation survey 2	43	91 still engaged	47%
End of programme survey	47	90 completed the programme	52%

Source: STEM ReCharge Programme data up to June 2024

Employers

Three online surveys were sent to participating employers:

• a training registration form which assessed eligibility and gathered baseline data in terms of self-assessed attitudes to hiring and supporting returners
• a training evaluation survey was sent mid-way through programme training and support activities to assess engagement and experiences across specific programme activities
• an end of programme survey was sent to those who completed the programme and captured self-assessed outcomes in terms of attitudes to hiring and supporting returners

Response rates to surveys sent to employers are summarised in Table A-2.

Table A-2: The response rates to employer surveys varied

Number of responses and response rate for programme surveys sent to employers 

Survey	Number of responses	Number engaged in programme	Response rate
Pre-training survey	45	83 registered for training	54%
Training evaluation survey	30	41 started training	73%
End of programme survey	20	41 completed the programme	49%

Source: STEM ReCharge Programme data up to June 2024

Programme output monitoring 

Output monitoring was carried out throughout programme delivery. The aim of this was to understand how the programme was being delivered, what programme activities took place and when, and what were the levels of participant engagement for each activity. To this end, the following outputs were monitored: 

• details of all activities conducted in the recruitment campaign 
• the number of people who were reached through each recruitment activity
• the number of applications for the programme that were received
• the date and a description of each training and support activity carried out
• attendance at each training and support activity

Programme output monitoring data was collected by Career Returners and programme delivery staff. The data was reported each month of delivery to OEO.

Limitations

There were several challenges that should be considered when interpreting the findings of this report.

Quantitative and qualitative survey data 

Completion of all surveys except returner application forms was not compulsory and response rates varied.^{[footnote 4]} Findings may not be reflective of all participants if response rates were relatively low or if there were unobserved differences between those who chose to respond to and those who did not. It is therefore possible there could be a positive bias in survey findings due to respondent engagement with the programme. Where survey data is discussed in the report, response rates are noted. Given the small sample sizes of some surveys, the findings set out in the report must be viewed with caution.

Perceived outcomes for participants are assessed based on comparisons between self-reported attitudes at the start and end of the programme. If there were unobserved differences between those who withdrew from the programme and those who completed it, this might impact any observed differences in attitudes reported on surveys at the start of the programme compared to at the end.

Survey data also reflects participants’ attitudes at one point in time but these may have changed after data was captured. Where survey data is used to discuss perceived outcomes for participants from the programme, it should be noted that attitudes, employment rates for returners and hiring practices for employers may have changed since data was captured.

Returner cohort 1 completed the end of programme survey 3 months after support activities ended, while cohort 2 completed it 1 month after. Perceived outcomes for each cohort were interpreted separately to account for the fact that end data reflects cohort 2 at a relatively early stage after support ended. 

There may be differences between self-reported values on surveys and true values of the same measure. Respondents may incidentally provide false information for example due to imperfect recall. This report includes evidence based on self-reported values to assess perceived outcomes for participants and as such findings should be treated with caution recognising this represents the subjective views of participants.

Summaries of responses given to open text questions were made by the programme managers have been included in this report. It is unknown how many respondents’ views are represented in these summaries or whether they represent views of all participants. Where summaries of responses to open text questions are included in the report, this is noted.

Programme output monitoring

The timing of programme output monitoring could have had an impact on values recorded for some metrics. For instance, analytics from social media posts made by Career Returners reflect their reach and user engagement at the moment data was captured which might be higher than their reach and user engagement at earlier stages of the recruitment campaign. 

There were some issues with inconsistent programme output monitoring which limited the evidence base:

• attendance data was not recorded at the fifth drop-in support session held for returners in cohort 1
• average attendance has been taken for the other ten drop-in sessions

Intervention fidelity and dosage

There were some issues of low fidelity meaning programme delivery changed slightly between returner cohort 1 and cohort 2: 

• new methods were adopted during the recruitment campaign for cohort 2, whereby case studies based on returners in cohort 1 were used in the social media campaign during onboarding, extra one-to-one calls were scheduled for returners in cohort 2 which did not happen for cohort 1
• the dose of the intervention varied between returner cohorts in that the duration and number of certain activities were different for each recruitment for cohort 2 lasted longer than for cohort 1 
• cohort 2 had one fewer drop-in support session scheduled compared to cohort 1
• training and support for cohort 1 was delivered over the course of 9 months compared to 7 months for cohort 2

To take into account the possible impact of differences in programme delivery and level of dosage between cohorts, engagement and perceived outcomes are interpreted for each cohort separately. 

Lack of external validity

Participants in this programme are not an entirely representative sample of the total UK population of returners or employers.^{[footnote 5]} The programme was also delivered in a particular region and focussed on the technology and engineering sectors. Perceived outcomes may have been different for other groups or in other contexts.

Possible external influences 

There could have been factors outside the programme which affected participants and contributed to their attitudes changing during the programme. The evaluation did not control for the effect of any such external influences during the programme. In addition, the evaluation did not make a comparison to another group of returners or employers outside of the programme. As such, any differences in participants’ attitudes before and after the programme cannot be attributed to the impact of the programme. 

Appendix 3: Theory of change

The situation

In 2023, there were approximately 58,000 STEM Returners in the UK, people who want to return to work in science, technology, engineering and maths (STEM) sectors after having been out of work for at least 12 months undertaking care responsibilities.^{[footnote 6]} 

Despite a desire to go back to work, those trying to re-enter employment after a care-related break can face barriers:

• 30% of returners have reported lower personal confidence which makes it more difficult to return to work^{[footnote 7]} 
• 38% of returners reported experiencing bias due to a lack of recent experience^{[footnote 8]}
• 40% of female returners feel childcare responsibilities are a barrier to returning due to lack of flexibility offered by employers^{[footnote 9]}

Aims

By delivering training and support for returners, the STEM ReCharge programme aimed to enable more returners to overcome barriers and prepare to go back to work in the technology and engineering sectors, which suits their past experience and skill level. 

In addition, by delivering training and support to technology and engineering sector employers, the programme aimed to encourage employers to hire and support returners in their organisation. 

In turn, the programme would lead to wider social and economic benefits.

Inputs

• £150,000 funding from the Office for Equality and Opportunity (OEO) over 16 months
• Career Returners and STEM Returners as programme managers
• Public relations consultant contracted for the recruitment campaign
• Content to post on social media campaign, including images and quotes from training coaches, programme managers, returners and employers
• Speakers for Employer Insight recruitment campaign events
• Training and support materials, including case studies of returners who have gone back to work and employers who have hired returners
• Training coaches and speakers for returner training and drop-in support sessions
• Mentors for returners, who are employers in the technology or engineering sectors
• Training coaches and speakers for employer training and line manager drop-in support sessions

Activities 

Run a recruitment campaign to attract applicants:

• Launch the programme website and application portal
• Deliver a social media and press campaign advertising the programme
• Advertise the programme to Career and STEM Returners Professional Networks through member newsletters
• Host Employer Insight recruitment events to attract employer participants

Onboard eligible applicants:

• Assess applications against eligibility criteria

• Invite eligible participants to start the programme

• Carry out small group and one-to-one sessions with onboarded returners to ensure they are engaged and understand programme requirements

• Assign onboarded returners to either a technology or engineering stream
• Analyse application forms to learn about participants backgrounds and to inform training methods

Training and support for returners:

• Deliver 5 small-group, virtual training workshops, focussing on building confidence, self-marketing, applying and interviewing for jobs, seeking flexible work arrangements. 
• Match returners with a technology or engineering sector employer mentor for a 3 month one-to-one mentoring programme
• Invite returners to either a technology or engineering sector focussed ReFresh Weeks, to deliver sector specific skills training
• Invite returners to 5 drop-in support sessions with a returner coach

Training and support for employers: 

• Deliver 3 virtual training modules, covering the business case for hiring returners and how to adapt policies to hire and support returners
• Invite employers to 5 line-manager drop-in support sessions with a training coach

Outputs (directly produced by the programme)

• Recruitment: generate 130 returner applications and engage 50 employers

• Onboarding: 100 returners and 30 employers start the programme
• Training and support: 80 returners and 30 employers receive training and support through the programme
• Returners have more knowledge on how to return to work
• Employers have more knowledge on why and how to hire and support returners

Short term outcomes (achieved after programme delivery)

Returners who complete the programme:

• Feel more confident about applying for jobs and returning to work.
• Feel more prepared to start applying for jobs and return to work.
• Are starting to apply for jobs, work experience, or further study

Employers who complete the programme:

• Feel more confident in their ability to hire and support returners
• Demonstrate willingness to hire and support returners

Long term outcomes (sometime after the programme ends)

• More returners who completed the programme are employed in roles which suit past experience or skills, and are retaining their roles.
• More employers who completed the programme have adapted their hiring and support policies for returners, have hired returners and are capable of retaining them. 

Assumptions

For the programme to achieve its aims, the following assumptions must hold: 

• The recruitment campaign encourages returners and employers to apply for training
• Training for employers about why and how to hire and support returners is effective
• Training for returners about how to return to work is effective 
• Returners and employers engage sufficiently in training such that they gain knowledge 
• Increased knowledge about returning to work makes returners feel more confident and prepared 
• Feeling more confident and prepared enables returners to apply for and secure work
• Returners are able to retain the new jobs they secure
• Increased knowledge about why and how to hire and support returners leads to increased confidence in ability and willingness to do so among employers
• Feeling more confident in their ability and willing to hire and support returners encourages employers to adapt policies to do so
• Adapting hiring and support policies leads to employers hiring and retaining returners 
• There are vacancies in the Midlands and North of England which suit returners’ past experience and skill

Risks

Programme delivery may be affected by the following external influencing factors:

• Returners may not have enough time to engage in training 
• Returners may not enough time to apply for jobs after training
• Employers may not have capacity to invest staff time in training
• Employers may not have the ability to adapt hiring and support policies
• Employers may not have capacity to hire for new members of staff including returners
• There may not be jobs available which suit returners’ level of experience and skills in the Midlands and North of England

1. ONS, Annual population survey (APS) QMI (Accessed 9 September 2023) ↩

2. ONS, Standard Occupational Classification (SOC), (accessed September 2024) ↩

3. The Department for Business, Energy and Industrial Strategy is now replaced by the Department for Business and Trade, and Department for Energy Security and Net Zero. ↩

4. For response rates to surveys, see Tables A-1 and A-2 in Appendix 2. ↩

5. See section 4. Onboarding in the main report for details of participant’s characteristics. ↩

6. See supporting information in Appendix 1. ↩

7. STEM Returners, The STEM Returners Index (2023) ↩

8. STEM Returners, The STEM Returners Index (2023) ↩

9. STEM Returners, The STEM Returners Index (2022) ↩