the loss of women in leadership: how to keep working mothers from walking out the door

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Speakers

Michelle Kang Vice President, Strategic Initiatives

Ellen Oliver Product Marketing Manager

© 2017 Bright Horizons Family Solutions LLC

Presented by: Michelle Kang Ellen Oliver

A Family of Solutions at Work


Customized child care and early education centers at or near the work site

Family support services for dependents of all ages, meeting short-term and long-term needs

Educational advisory services for employees with newborns to high school students

Tuition assistance and student loan repayment program design and management

Work/life consulting to increase effectiveness of people strategies

What We’re Discussing

© 2016 Bright Horizons Family Solutions, LLC

Strategies for Retaining Women

Working Mother Trends

Modern Family Index Data

Your Turn

What concerns do you think are top of mind for working mothers?


LOSING YOUR LEADERS

About Working Mothers

•  Women make up more than half of management and professional roles

•  Delaying motherhood until well-established in their careers

•  Losing an employee after motherhood is a big risk


Boost Your Bottom Line

•  Preserve your pipeline of women in leadership roles •  Organizations with women in leadership roles are more

profitable


30% increase in women in top management associated with a 15% rise in profits.

Why They Leave

•  Absence of Career Growth •  Close to half (48%) of

working parents say their employer offers people with children fewer opportunities for growth

•  They fear their career will be derailed by the news


Anticipating a Bleak Future


Expectant Mothers Have Seen Colleagues Passed Over For Promotions

Or Other Opportunities After Having A Baby

1 in 4 First-time Parents Had Limited Opportunities For Advancement After

Announcing Their Pregnancy

1 in 5 First-time Parents Had Responsibilities Taken

From Them After Returning To Work

1 in 5

Employees Set Long-Term Goals

•  Nearly two in five expecting mothers needed to have a family-friendly job before starting a family

•  72% of first-time parents had specific professional goals to accomplish before having children


And Plan on Continuing Careers

The vast majority of expecting moms plan to stay in the workforce

What motivates them?

Developing their career

Providing for their family

Serving as a role model


Employers Influence Family Planning

•  About 70% of new parents admit that their workplace impacted the timing of their first baby

•  Employed women start planning to have children two years ahead of time, on average

•  More than half of new mothers expect a new baby to mean a job change


A Key Turnover Risk

•  More than half of new mothers expect a new baby to mean a job change

•  Losing top talent after maternity leave is a result of employees seeing a firm as “family-unfriendly”

•  Roughly half of new parents leave employers for jobs offering more family friendliness – and less money


Poll #2

How are you obtaining feedback from your workforce?

(check all that apply)


q  Employee surveys q  Exit interviews q  Performance reviews q Department meetings q  Town halls q  “Suggestion box” q  Feedback apps

STRATEGIES FOR RETAINING YOUR LEADERS

Promote Career Progression


Define a progressive career path

Provide leave coaching

Encourage networking

Law Firm Case Study


Define flex and telecommuting policies

Help Employees Find Balance


Allow access to sick time

Consider child care supports

Financial Services Case Study

Develop Supportive Culture

Frame return-to-work benefits


Make benefits easy to access

Model use of benefits

Manufacturing Case Study


Key Learnings

Expecting and new mothers are committed to their careers

They are gauging family-friendly benefits two years before starting a family

They are likely to switch jobs if not well-supported


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the loss of women in leadership: how to keep working mothers from walking out the door

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