More than a third of women expect to be demoted when they go back to work after a career break

Professional women who take an extended career break risk filling more junior roles when they go back to work, a new survey says.

More than a third (36 per cent) of those surveyed by Women Returners said they expected to return to work at a more junior level. Reasons given by the coaching organisation are that women returning to work may sell themselves short at interviews and are afraid to negotiate.

“It’s is contributing to the lack of diversity in senior management and the gender pay gap,” says Julianne Miles, MD of Women Returners.

“Many returners undervalue the skills and experience they’re bringing to a role, from before and during their career break."

The survey of almost 200 women currently on a career break, also showed that flexibility - which all UK employees are entitled to request - is the holy grail, with 87 per cent saying they wanted this.

Flexible working, which can include shifting, working from home, and the ability to take time off during school holidays, is not the same as part time work - which just  17 per cent of respondents said was essential, while 44 per cent were looking for full time work.

How to ask for flexible working

“It is vital for returners to approach flexibility from a business perspective, discussing how it  can work for you and the organisation,” Miles advises. “If it is not in the job advert, wait until you are offered the role.”

Financial necessity was not the driving force behind the women surveyed returning to work. More than 60 per cent cited their top reasons as fulfilment, satisfaction or identity.

Women Returners conducted the poll ahead of its annual conference in London today. It has 4,000 members, and arranges paid returnships with 30 leading companies to help them tap into the talent pool of women on career breaks.

In March's budget, the Chancellor pledged ￡5 million towards return to work schemes, on the recommendation of the Women and Work All Parliamentary Group.

'Know what you're capable of and stand your ground'

Kemi took a five-year break when she left her investment banking job at Goldman Sachs to look after her two daughters. A qualified accountant and lawyer from north London, last year Kemi joined a 12-week paid EY Reconnect programme run by the global professional services firm, which she heard about through Women Returners.

“I was ready to go back, I did find being at home quite isolating,” says Kemi, “but I was torn about leaving my girls, too.”

The EY programme included coaching and mentoring as well as getting up to speed with technical skills, and Kemi was paid as if she was an employee at the same level. It led to a permanent but flexible role as a manager, paid to work 90 per cent of full-time hours - equivalent to roughly an extra half a day off a week.

“I knew it would be impossible to go back without some form of flexibility but I was thinking about working three or four days a week. I had never heard of this type of arrangement,” she says. “But EY pointed out that you can end up being paid for four days a week and in reality work five.”

Kemi takes the extra time off in chunks around school holidays, or for unmissable family events. “I am happy and productive and that works for my employer. But when I am off, I am off.

“It was nerve-wracking negotiating, but you know what you are capable of and must stand your ground,” she says. “Going back was daunting at first, but not paralysing. One week you are at the school gate and the next in a suit talking about your Excel models.”

Kemi is planning to climb the career ladder again and be a positive role model for her daughters. The forgotten army, it seems, can still march onwards and upwards.