Most employers say that supporting working parents is a priority, yet few feel their programs and policies are effective
When working parents thrive in their careers, it’s a win for all involved.
When we look at the state of working parenthood today, we see considerable angst:
of mothers don’t feel emotionally or mentally prepared to return post-leave
of working parents are experiencing burnout
of mothers fear they won’t be up to date on the skills required for their jobs
of employees say return-to-work coaching would have helped them feel more equipped after giving birth
of working dads feel there is little workplace support for fathers
the estimated cost of replacing a skilled working parent who exits the workforce following parental leave
To find out why, we spoke with dozens of parents, HR leaders, and C-Suite executives. Here’s what we learned:
Parental leave alone doesn't solve the problem.
- 80%+ of new parents cite “mental and emotional wellbeing” and “balancing home and work life” as major concerns during the transition back to work, regardless of the duration of leave
- 43% said return-to-work coaching would have helped them better balance the demands of life and career
General mental health and coaching programs don't cut it.
- These programs don’t holistically address working parent challenges, are unstructured, and are largely self-help, putting the burden on the employee to identify topics, coordinate follow-up, and hold themselves accountable during an already challenging time.
At the organization level, critical cultural elements often go unaddressed.
- Managers and team members are ill-equipped to support working parent colleagues, and parents remain fearful of judgment to take up benefits or ask for flexibility.
Group-based coaching and pre-recorded videos alone don’t deliver results.
- Programs that offer cohort coaching sessions or access to libraries of pre-recorded content do not deliver meaningful results – not to the individuals using those services, nor to the organizations seeking an ROI for investing in the benefit.
The impact of not supporting new parents through the return-to-work transition has far-reaching negative effects.
- While an increasing number of good faith efforts have been made to advance the DEI agenda, failure to support new parents results in loss of talent with disproportionate impacts on females and people of color. Programs and policies are often one-off initiatives that don’t make their way to the fabric of how work gets done within organizations.
Our Results Speak For Themselves
Increase in employee re-engagement index
Return-to-work + retention at 6 months
Net promoter score
– Noelle Tullio. Director of Operations, Socially Determined, Inc.
As a working new mom the one thing I felt I didn’t have was time – time for myself, time to reflect, time to just stop. However, having a real dedicated space to examine the ongoing changes in my personal and professional life in this integrative way has been so powerful. At a period in my life when the last thing I was proactively planning for were my own needs, the Josie program provided tools that allowed me to fashion a roadmap for how to move forward, mindfully, as a mother, partner, professional, and individual. It means so much to me that my employer has made this investment in my transition back to work. I feel like they truly care about my professional and personal wellbeing.
– Lauren H. Director
-Ashley Y. Associate Attorney
-Kate K. Director
-Judy C. Principal
-Bailey C. Sales Leader
-Sarah M. Deputy Associate Solicitor
-Jessica S. Food Editor
-Kira S. Director of Engagement Leadership