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Flexible Careers

Glide Back Into Work After A Career Break With Wells Fargo

The returner programme from Wells Fargo to help you Glide back into a finance career, a bank that values its people. 

If you’ve worked in finance but been on a voluntary career break for 2 years or more, let’s be really honest; the prospect of returning to work full-time can feel daunting. 

Then add into the mix the last 18 months haven’t exactly been ‘normal’ for anyone and suddenly the prospect of work becomes nerve-wracking.

While many of us are desperate for a change and new work opportunities, any opportunity would ideally be delivered with kindness and compassion. 

Nobody needs to be chucked straight into the deep end of a new job to see whether they sink or swim, that’s a tactic best retired to the pre-pandemic work history books. 

If finding a ‘compassionate new opportunity’ is resonating with you, then please, please READ ON! 

Find Your Flex are helping American Bank Wells Fargo, spread the word on their amazing Returners Programme, aptly named Glide. 

Wells Fargo are a bank with a genuine people-centric approach towards employees and client’s alike. 

If you’ve got several years finance experience under your belt and want to take part in an 8-week Returner Programme to test the waters with a potential new employer, then this FULLY PAID* internship-style programme, could be exactly the opportunity you’ve been waiting for. 

(*at what your full-time salary would be should you be offered a role after the 8-week virtual programme). 

Wells Fargo are recruiting across their London, Dublin and Düsseldorf offices and this programme gives you a brilliant opportunity to get to know the company and glide into work in the most supported way. 

Here’s our FYF impartial run-down to the Glide programme and Wells Fargo as a prospective employer.

Glide Relaunch Internship 

Starting this September 2021 for 8 weeks, this virtual programme will help anyone who’s been out of the workplace for 2 years or more, due to personal commitments. 

In years gone by, prolonged time away from work was considered a bad thing. 

The opposite is true for this bank. 

They honestly value diverse talent and unique life experiences. 

They understand unconventional pathways can actually contribute to higher levels of success and appreciation in a work setting. How refreshing is that? 

Over the 8-week course, you would be fully supported by a Program Manager (albeit virtually at the moment), who will ensure you have the time you need to update and refresh your skills and undergo any further training that may be required. 

There’s also ample opportunity to network with senior & successful leaders from across the business, who are more than happy to share their expertise and knowledge, providing you with everything you need, should you want to become a future leader yourself, should become the right path for you.  

You’ll also meet the very best of Wells Fargo talent and get time to really interact with them. This will give you an honest feel for the unique values and culture at the heart of the business, from that all-important employee perspective. You’ll also engage with the line of business you’d be considering working a full-time role within, if the fit feels right at the end of those 8 weeks. 

If you want to see some previous candidate experiences from candidates that went through the Glide programme in the U.S last year, take a look at these stories. 

Wells Fargo as a Find Your Flex Employer of Choice? 

As the quest for diversity and inclusion within UK business finally gets the attention it needs, you’ll be reassured to know this bank has passionately believed in the value of diversity & progress, since its inception in 1852. 

Wells Fargo is constantly striving to make their organisation as diverse and representative as possible and aim to foster an inclusive culture within every office. 

While we don’t believe in stereotyping at Find Your Flex, currently the majority of participants on UK Returner schemes are female and there’s no getting away from it yet. 

According to the Office for National Statistics, 1.8 Million UK women (and 0.2 million men) leave paid employment to take care of their family. 

These figures exclude the very small number of mothers or carers who receive small amounts of paid income. 

Given this sobering stat, we felt it was important to highlight the Wells Fargo median gender pay gap of 11.8% in 2020, which was down (at 19.4%) on 2019 figures. 

When you consider the average gender pay gap across the broad spectrum of “finance” is 31%, this is worth celebrating. 

They really do welcome the fresh perspectives that diverse views bring and that’s really important for any employee to know, when making a decision about where to invest your time and next career move. Every voice needs to be valued and heard. 

The Wells Fargo 2017-2020 Diversity and Inclusion strategy collaborated with the EMEA Diversity Council and the UK Women’s Team Member Network (TMN) to increase female equality and their female senior leadership model continues into 2021; this extended role out of the Glide Returner Programme into the UK being a large part of it and they actively encourage female employees across the EMEA countries, to take up mentoring roles. 

Those all-important Employee Benefits? 

Employees get a brilliant selection of benefits which can be personalised to support their health and well-being, retirement, financial security, and work-life needs, including time off to participate in community service activities that are of meaning to them. 

The financial benefits, as you may expect from a bank, are genuinely ‘valuable’. Employees will be impressed with the level of financial security they will be offered. A comfort to know you’d be prepared should life ever throw a curveball at you and your family.  

In terms of annual leave, you get 25 days holiday and they have a Paid Time Off (PTO) purchase programme, allowing staff to buy up to an additional 5 days leave. 

Plus, they have Emergency Back Up Care – if your regular arrangements for dependents aren’t available. Something every parent or carer will find very reassuring to know is there, even if you never need to use it. 

And finally – are they really ‘Flexible’? 

At the moment, all Wells Fargo employees are remote but will be expected to return to the office from October or November in a hybrid model. 

Agreements will be put in place between individuals and their Line Manager. 

Across EMEA they operate according to the Flexible Work Arrangement which refers to a long or short-term arrangement which can modify an individual’s working hours / pattern or location of work in an adhoc, fixed term or permanent basis. 

If you feel Wells Fargo could be the employer for you, apply today:

Wells Fargo – Glide back into the workforce

Categories
Mums Returning To Work

THE MUMMY of mummyjobs is very, very, tired.

THE MUMMY of mummyjobs has spent nearly every night of the last 2 weeks on the phone to the GoDaddy web development team in Arizona. This time it’s because she has accidentally deleted half of the Home Page (F.M.L.) and at 2am, CANNOT be arsed to try and fanny around figuring out how to get it back.

THE MUMMY of mummyjobs is aware that she has a very tricky 6am meeting with her 2 daughters in the morning that she will definitely NOT be allowed to call in sick for, or cancel and that the 3rd glass of Malbec in her hand was probably not the best idea she’s had this evening.

The clock is ticking past 2.30am… THE MUMMY of mummyjobs is now very tired (and a little tipsy), ‘GoDaddy Arizona’ has finally informed her how to fix her erroneous deletion of half the Home Page, but THE MUMMY of mummyjobs is still not able to rest.

No.

THE MUMMY of mummyjobs has been asked by her PR agency, Harvey & Hugo, to write a Blog about why she wanted to make the Mummyjobs.co.uk community site in the first place?

THE MUMMY of mummyjobs is currently so tired, that she cannot remember why she thought starting her own business would be a good idea and is not at all pleased that she cannot get out of writing the blog, she can’t, she was supposed to write said blog, 2 weeks ago…

So THE MUMMY of mummyjobs wrote;

“Hi.

My name is Cheney Hamilton and I’m a border line Alcoholic (that’s a joke, although I do enjoy the occasional bottle of wine!), as well as THE MUMMY of mummyjobs.co.uk

I am currently serving my second sentence of maternity leave (I’m 7 months in) and somewhat surprisingly I have grown very fond of my inmates. They are fast becoming my best friends and keep me constantly entertained.

My first sentence was spent longing for my adult counterparts and a life outside the front door; amazing how a little thing like a child born with hip dysplasia can so easily and fundamentally rock your world – The short story?  My Bea was trussed up in a Pavlik Harness at 6 weeks, Frog Cast at 8 weeks, all clear at 4 months, relapse at 6 months, surgery at 10 months, full body Hip Spica until she was 13 months old; which at least allowed us to have an Happy effing 2nd Christmas, thank you very much.  The long story was filled with tears, trauma and a profound wonder at how resilient that this little life which we had brought into the world, could be. (If you’re interested, or anyone out there is going through this – please do get in touch – I’ll give you the long story with a happy ending!)

Anyway, as you might imagine, I went running back to work after 5 months – thank the Lord for the MP who allowed parents to split maternity leave, thank him even more for my more than willing husband!

Back to my second sentence and I can honestly say that I had every intention of going back to my career. My employer was great with everything I went through with Bea, I really couldn’t have asked for more than the understanding and support I received. But this time something felt different…

It’s true that I still miss adult interaction and the buzz of being on a sales floor, but there is something deeply gratifying in spending the days with my children and watching them grow. Wondering where they learnt that funny phrase, or marvelling at how quickly they grasped the concept of things that we as adults would take an age to learn.

So I started to map out how I could make it work; be home with the kids, but still have a career and bring home the bacon.  For me it was simple. I took something that I was good at and merged it with the one thing I will always need help and support with. Digital Sales & Motherhood – I will let you decide which is which! So mummyjobs.co.uk was born – and Not to get mums a job, as one might think from its name; but to be a tool, a confidant, a support and hopefully a friend who helps mums get on with the job of being a mum, in whatever form she needs it.

So that’s what I did and why I did it.

I’m happy to say my girls are both well – they are already confident, strong, independent women who know what they want and exactly how to get it…

They are 2½ and 7 months old respectively.”

It’s now 3am, THE MUMMY of mummyjobs has only 1 more sleep until the launch of mummyjobs.co.uk as well as that very early meeting with the kids. Her last bottle of Malbec has just dripped its last drop – it must be time for bed.

Good Night.