In a recent survey, fewer than one in five women feel confident returning to work after maternity leave and 37 per cent consider handing in their notice due to lack of company support.
It's a life changing time and can be amazing, emotional, stressful and women have to navigate this change and find new routines and ways to balance their career and family life. It's no surprise many women leave yet often reluctantly as they just don't feel supported or see how it can work in their current company. Women’s home situations can vary enormously, and this also impacts the support and options available as they manage work and life through the different phases and stages.
It is such a waste of female talent when women feel they must either leave the workforce or take a role below their capability to work around raising a family. Not to mention the cost for companies. It costs on average £19K to replace someone and the hours spent recruiting on top. When you lose your talent, it’s not just the skills and person, you also lose all the tacit knowledge they’ve built up that cannot be passed on too. This can often cause a performance lag when someone with great experience leaves and someone new comes on board and needs to get up to speed.
Return to work coaching costs on average £1,500 and can have a significant impact on women not only returning but performing confidently. Family-friendly policies only work if line managers really understand and use them. It's critical we acknowledge that women today often want to work and have a career now. With the cost of living, many need to work with families relying on two incomes. With this set to continue, how do we support women manage maternity, returning successfully and navigate the juggling years so we keep our female talent thriving?
Here's a few things that we know make a difference - what does your company currently offer? What else have you found helpful?
Family friendly policies and practices that are known and used – everything from parental leave, childcare support schemes, flexible working, job shares and more.
Network groups – offering mentoring, buddy or group support for different groups or stages helps women find a network and connection at work to share tips and navigate through what’s top of mind for them.
Keep in touch options – staying connected whilst away builds trust and confidence yet it is a personal thing! Some women want more communication, touch points, to come in for team events, whilst others prefer space and less frequent key updates only. When managers agree how best to keep in touch whilst on maternity leave, it sets things up for success.
Return to work coaching – This typically has coaching sessions pre, during and over the return-to-work period. It is confidential, tailored specifically to the individual and their situation, aspirations and challenges. A qualified coach works with the individual through their transition and helps them to navigate successfully through. A coach helps women feel they are not alone through this change, are connected, comfortable and confident managing their work and family life.
Training managers how to create the right environment and feel confident having the right career conversations with women returning – many managers I’ve spoken with feel awkward or uncomfortable having open career conversations with women. Many admit they have made judgements or maybe fallen in with assumptions on what women want or are capable of instead of asking. Often women are referred to HR about flexible working and the whole situation becomes formal with forms to fill out - this kills the real conversations and exploration really needed. Ideally managers should feel comfortable to lead managing and supporting their talent through this transition as most will have team members that start or are raising a family.
Comments