We won’t sugarcoat it: the statistics around parents returning to work following parental leave are pretty dire.
A recent report by Careers After Babies paints a stark picture: 85% of women are forced to leave the full-time workforce within three years of their first child due to the lack of flexible work options. The situation worsens as the number of women managers plummets by 32% post-parenthood, while administrative roles see a staggering 44% increase.
Women are either being forced into or opting to take less skilled roles as a way to find the balance and flexibility they need to maintain a career and be the parent they want to be. The report also found that it’s taking over ten years, on average, for women to bring their earnings back up to where they were pre-children.
Anecdotally, more people are speaking up about the lack of understanding and nuance needed for parents looking to return to the workforce.
It’s not just about being supported administratively but emotionally and socially.
Our Endorsed Employers know that more needs to be done in this space, and we’re delighted to share insights from two powerhouse organizations that are getting it right.
A first-person perspective at DUAL
Whitney Ignatiadis, Head of HR and People at DUAL, a specialist underwriting agency that provides innovative insurance solutions, knows firsthand how vital a supportive Return to Work program is.
Not only did she help develop DUAL‘s program, but she’s recently returned to work herself:
“As part of our return-to-work program, we emphasize maintaining contact with returning employees in the initial weeks and months after their return. This ensures they have the opportunity to raise any challenges or concerns they may have or be encountering and receive additional support as they go through this significant transition.”
DUAL works with managers to ensure a thorough reboarding plan is prepared for the employee that recognizes the business’s changes during the leave period and introduces new technology, processes, and team changes.
They’re also aware of the ways parental leave impacts financial and progression opportunities, with strategies built into the program to address this:
“To support development, enhance skills, and contribute to reducing the gender pay gap, DUAL focuses on providing initiatives that drive continued progression and learning that can stall during leave. This includes access to one week of paid leave to attend or complete professional development, with financial support provided through our existing Education Support Policy. Employees also have access to internal or virtual coaching programs. These initiatives can be accessed well after the return to work.”
Flexibility is another key focus of DUAL‘s return-to-work program. It recognizes the challenges of accessing childcare, changes to family routines and dynamics, and ensuring that employees are less overwhelmed during their period of adjustment.
All employees returning from leave can access DUAL‘s return to work program. To access skill-enhancing leave, employees must have been absent from the business for a period of six months company unpaid (inclusive of the Government-Paid Leave period, if applicable).
Whitney’s experience:
“As both a participant in the program (having returned from leave three months ago) and as someone who has led and contributed to the development of the initiative, I’m proud of the support DUAL emphasizes and provides as part of the program, ensuring regular contact was maintained during my leave. Since my return, I’ve felt open to sharing the realities and challenges of returning to work and establishing the routines that come with it. I’m excited to access the skill-enhancing initiatives later in the year and appreciate the recognition from DUAL that these are priorities; however, there is no pressure to access on immediate return to work during a period where overwhelm is already present.”
Encouraging connection & community at EY
Kathryn Noakes, Oceania DE&I Talent Attraction & Acquisition Manager with EY, shares how EY acknowledges that returning to work is about so much more than resettling into a job role and how their program considers the social and emotional impact of this journey:
“We know that the return from family leave can be a challenging time in people’s lives. Adapting back to professional careers, learning new routines, and maybe settling into a flexible work arrangement for the first time – it’s not easy.”
To support individuals during this time, EY encourages participation in their Rediscover program. This 16-week program provides tips, tools, and strategies to assist the return-to-work journey and offers participants the opportunity to:
- Learn through an impactful speaker series.
- Connect as a cohort to support and encourage each other.
- Pair up with a mentor and benefit from advice based on their own personal experiences.
“The whole program is carefully curated, with monthly themes and post-program resources, plus a flexible work culture and job redesign options, which help employees balance their career and home life effectively.”
The Rediscover program is open to anyone returning to work after six months or more of family leave, and they welcome participation from new starters and current employees.
Meet Kate Griffiths, Senior Manager, Tax, Ernst & Young, Australia:
“Returning to work after my second round of parental leave, with two boys under three, and juggling part-time work with a busy family schedule was daunting. Upon my return, my boss recommended that I join the EY Rediscover program, and I am so glad that I did. The program connected me with a community of fellow parents and carers facing the same challenges, along with mentors willing to share their lived experiences and survival tips. The program acknowledged our dual roles at home and work and the pressure this can bring. It was reassuring and empowering, and I felt supported as I transitioned back to work.
As well as the Rediscover program, access to work flexibly has been invaluable. With small children, there are so many things that you can’t plan for. Recently, our children’s daycare center burnt down over the weekend. Suddenly, I had two children at home and still had a job to do. With the support of my team, I was able to work around this, to care for my children and also, still deliver on my work commitments.”
