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The Equal Opportunities Commission published the interim findings of their report "Sacked for being pregnant" in February 2005. This report identified significant benefits to business were being made by focusing on proactively working with Women Returning to the workplace after maternity leave.
Nationwide saved approximately £3m annually and the need to recruit replacement staff by actively encouraging new mothers to return to work.
By introducing childcare and work-life balance policies HSBC bank has saved millions of pounds and almost trebled the number of women returning to work after maternity leave.
Citigroup introduced a mentoring scheme giving women returners the opportunity to have a one-to-one discussion with the most senior person in their area, to provide them with guidance and support. The company reported that few, if any, of the women taking part in the mentoring scheme left the company.
Our own research, conducted in 2004, confirms the nature of the opportunity, which could see:
- Businesses saving millions of pounds by improving retention of key female staff after maternity leave and the consequent reduction in recruitment and retraining costs
- Women returners achieving a much-improved work/life balance, allowing them to juggle the needs of their new families with the ability to return to the workplace and retain their financial security and sense of self worth.
By conducting in-depth interviews with both HR professionals and individual women returners, The Coaching Alliance has been able to develop and implement effective programmes to improve long-term retention of female employees.
Fact Sheet
Contact us for a free copy of our Women Returners fact sheet for businesses.
For more details of about how we can help your business, please contact us.
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