Praising Lisa Unwin’s Efforts in Women’s Career Advancement
The Reignite Academy and Supporting Women’s Return to Work
Lisa Unwin, the co-founder and CEO of the Reignite Academy, has made significant strides in supporting women who are returning to the workforce. With her background as a former partner at Arthur Andersen Business Consulting and Director of Brand and Communication at Deloitte, she brings a wealth of experience to her mission. Through the Reignite Academy and her earlier venture, She’s Back, Lisa has become a prominent advocate for women re-entering professional roles after taking career breaks. Her initiatives, such as returnship programs and career development workshops, have helped numerous women navigate the complexities of resuming their careers.
Unwin’s dedication to empowering women is commendable, particularly in a corporate landscape that often overlooks the challenges faced by professionals who step away from their careers. By focusing on career resilience and adaptability, she has provided valuable resources for women seeking to regain their professional momentum. Her commitment to diversity and inclusion, demonstrated through her consulting work, reflects her broader vision of reshaping workplaces to be more inclusive and supportive of all employees.
A Fresh Perspective on Career Progression
Lisa’s book, She’s Back: Your Guide to Returning to Work, co-authored with Deb Khan, has been praised for its practical guidance and motivational tone. It serves as a resource for women contemplating a return to the workforce, offering strategies for overcoming personal and professional obstacles. The book emphasizes resilience, confidence, and the importance of networking, which are crucial components of career success.
However, while the book delivers on its promise to inspire, it falls short in addressing some of the deeper systemic issues that keep women from advancing in their careers. The focus on individual responsibility can be empowering, but it may inadvertently place the burden of change on women themselves rather than on the organizational structures that often perpetuate inequity. A more balanced approach that equally critiques the inflexible workplace norms and advocates for broader systemic change could have made the book a stronger call to action for both women and the companies that employ them.
But it would be only fair if we invite Lisa to come for a discussion about her book and to discuss this critique. Engaging in a dialogue about these points would allow for a more comprehensive understanding of how both individuals and organizations can drive meaningful progress.
Unpacking the Limitations: Where the Reignite Academy Could Improve
Limited Reach and Scope of Returnship Programs
While Lisa Unwin’s returnship programs through the Reignite Academy have set a positive example, they are largely confined to specific sectors, such as law and finance. This limited reach restricts the impact of these initiatives, leaving many talented women in other industries without similar opportunities. Furthermore, these programs often cater to a specific profile of women—those with established careers and strong networks—which may exclude those who have been out of the workforce for longer periods or who lack access to professional support systems.
Additionally, the focus on short-term re-entry solutions does not adequately address the long-term challenges of career progression. Once women are back at work, they continue to face barriers such as unconscious bias, limited access to leadership roles, and inflexible work environments. For a truly comprehensive approach, the Reignite Academy could expand its scope to include mentorship programs, ongoing professional development, and advocacy for systemic change within organizations to support not just the return, but the advancement of women.
Critiquing the Overemphasis on Individual Effort
A recurring theme in Lisa Unwin’s work is the emphasis on personal agency and the steps women can take to navigate their careers. While this focus on self-empowerment is undoubtedly valuable, it risks overshadowing the need for institutional accountability. The idea that women simply need to “lean in” or “network harder” to overcome career obstacles can be a simplistic narrative that fails to acknowledge the deeply entrenched biases and structural barriers that persist in many workplaces.
Moreover, the narrative of resilience often places an undue burden on women to adapt to environments that were not designed with their needs in mind. This can perpetuate a cycle where women feel compelled to constantly prove their worth rather than challenging the status quo. A more nuanced approach that calls out the systemic issues and pushes for organizational change would be a powerful complement to Lisa’s current work, driving not just personal success, but broader industry transformation.
The Need for Bolder Advocacy and Systemic Change
While Lisa Unwin has made commendable contributions to advancing women’s careers, there remains a significant gap in addressing the root causes of gender inequity in the workplace. Her work often stops short of confronting the larger, more uncomfortable truths about why women continue to be underrepresented in leadership roles and high-paying sectors. The emphasis on helping women navigate existing systems, rather than transforming those systems, can limit the long-term impact of her initiatives.
To truly drive change, there is a need for bolder advocacy that goes beyond supporting individual career journeys. This involves pushing for policies that enforce greater accountability in hiring, promotion, and retention practices; advocating for flexible work models that accommodate diverse needs; and challenging the persistent stereotypes that undermine women’s professional credibility. By leveraging her platform and influence, Lisa Unwin has the potential to be not just a guide for women, but a catalyst for systemic change in the business world.
Lisa Unwin’s dedication to supporting women’s career progression is undoubtedly valuable, but as we look to the future, a more critical and ambitious approach is necessary. We invite Lisa to join us for a conversation to explore these points further and discuss how her work can evolve to tackle the systemic barriers that continue to hold women back.
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#WomenInBusiness #CareerProgression #DiversityAndInclusion #ReigniteAcademy #WomensCareers #SystemicChange
