Creating inclusive workplaces where parents want to stay and find it easy to thrive
Creating inclusive workplaces for parental returners
Employers choose to partner with Returning Works® because they want to create a culture shift so that they see high, long-term retention after parental leave and continued career progression, so that working mums are able to reach the highest levels of the organisation and gender pay gaps close.
Let’s work together to create a culture where your organisation will:
Retain and engage your returning parents
Build and sustain a strong female talent pipeline
Increase the wellbeing of your working mums
Broaden age and gender diversity
Improve your reputation as a family-friendly employer
Increase productivity among parents
Reduce the gender pay gap
Save on recruitment costs due to skills gaps
Retain, engage and develop your best people with 1:1 coaching for returning parents and their managers.
Parental Transition Coaching
Create an inclusive culture that enables expectant and returning parents to thrive in the workplace after family leave.
Parental Allyship Training
Assess your current family policies and provision, to identify what is working well and what needs to change.
Our Global Clients
“I have had the privilege of working with Emma over the last year.
Not only has she coached several of our employees returning from leave, she also inspires us to think differently as a business about how we support our parents at GE Healthcare.”
Chloe Davies, Zone HR Business Partner, GE Healthcare
Did You Know...?
Mothers with young children have left their jobs because of difficulties with balancing work and childcare.
More than half of women surveyed plan to leave their employer in the next two years.
(Deloitte Women at Work)
Of companies are struggling to retain their people, according to AON's Benefits and Trends Survey 2022.
Of mums said employers' lack of empathy for working parents was a barrier to returning to work after parental leave. (Workingmums.co.uk)