Watching female talent leave or step back from your organisational after becoming a parent is challenging and common.

It happens because:

💡High Talent Drop-Off

Career-minded women exit after parental leave, regardless of your investment in succession planning, because demands at home and work lead to burnout.

💡No Clear Return Path 

Returning mums commonly face an unstructured, overwhelming work re-entry, with processes not designed to ensure the arrangement is successful from the start.
 

💡Culture Lags Behind Policy 

Hybrid work and parental leave entitlements exist, but an enabling culture hasn’t caught up.
 

💡Unprepared Managers 

Leaders struggle to have meaningful, informed and supportive conversations that reach returning parents.
 

💡Inflexible Structure

Employees are demanding part time, hybrid and flexible options, but your structure is designed for full time employees.
 

💡Hard to Prove ROI

You know support matters, but organisations need metrics.

Mothers are not leaving due to a lack of personal ambition or capability.

It's due to a lack of support.

We can help.

Empowering Leaders

Managers are critical to the success of returning parents.
Yet many people leaders feel unsure on what’s required to enable parents to
return to work successfully.

Equip your people leaders to navigate employee transitions with confidence.

What's included: 

• Discovery calls for you to shape learning outcomes.
• Tailored presentation aligned to your organisations policies and programs.  
• Face to face or remote 1:1 or group delivery.
• A warm, engaging and safe learning environment.  
• Creditable, practical and reflective materials, handouts and take-home packs.
• Expert advice, insights and coaching.

When leaders are empowered, parents thrive and workplaces flourish.