For Organisations
You’re losing experienced women —
and it’s not because of parental leave.
It’s how the transition is handled.
The reality
Women aren’t just leaving after they return
They’re disengaging before, during, and after leave
Often quietly.
Often unnecessarily.
What it’s costing you
- Loss of senior talent at a critical point
- Expensive rehiring and onboarding
- Broken leadership pipelines
- Reduced diversity at senior levels
- Lost investment in people you’ve already developed
What’s going wrong
- Strong policies, but limited support across the full transition
- Focus on leave as an event, not a multi-phase shift
- Assumption people will “slot back in”
- Managers unsure how to support at different stages
- Focus on logistics, not identity, performance, and capacity
- Invisible challenges going unaddressed
What I do
- Provide structured support before, during, and after leave
- Support identity + performance transition (not just wellbeing)
- Equip managers with practical tools for each stage
- Create a repeatable, scalable framework
- Help turn parental leave into a retention advantage
The outcome
- Higher retention of experienced women
- More confident and supported transitions at every stage
- Stronger leadership pipelines
- Better return on existing talent investment