How our coaching helped this insurer build a family-friendly culture at work
The vision
Since 2022, the organisation partnered with Parent and Professional (P&P) to implement a coaching programme across its global offices, aiming to prioritise inclusive leadership, mental wellbeing, and employee confidence.
The goal has been to create an environment that attracts top talent and fosters long-term retention by making employees feel valued and supported.
“As a company dedicated to the wellbeing of our people, we recognise that major life transitions, like becoming a parent and managing family responsibilities, can bring both joy and new challenges”, says a representative from their HR team.
We wanted to ensure our employees feel supported, empowered, and confident as they balance these priorities. Partnering with Parent and Professional has enabled us to bring this vision to life.”
The approach to build a family-friendly culture at work
The goal has been to create an environment that attracts top talent and fosters long-term retention by making employees feel valued and supported. When employees feel supported and empowered, they are better equipped to deliver results.
Key elements of our approach has included:
Empowering Inclusive Leadership: P&P has provided leadership coaching and mentoring for managers to support employees managing the parental transition and work-family balance alongside career aspirations. This initiative has raised awareness of the shifting priorities for returning parents and caregivers, fostering a culture of proactive and empathetic leadership across all locations.
Enhancing Support and Confidence for Returning Parents: Through 1-1 coaching, employees returning from family leave are ensured a smoother transition back to work. This focus on psychological safety allows returning parents and working carers to feel confident and in control, which translates to higher levels of wellbeing as well as improved performance.
Supporting Career Development: The partnership aligned with the organisation’s career development initiatives, designed to help employees navigate opportunities for growth. This included both horizontal and vertical career planning, reinforcing their commitment to employee development.
Promoting Mental Health and Wellbeing: Cultivating a supportive environment where open discussions about mental health are encouraged. This focus on wellbeing is crucial in helping employees balance their family and professional lives.
The results
The positive impact of the partnership with P&P has been transformative, significantly enhancing the organisation’s reputation as having a family-friendly culture at work.
Feedback from the parental transition coaching programme has been overwhelmingly positive, with 100% of participants agreeing or strongly agreeing that:
- They would recommend their coach to others.
- They valued having a confidential space with an external coach.
- Coaching made them feel more confident.
- Being offered this coaching made them feel more supported by their company.
- Coaching has empowered them to make positive changes in work and family balance.
Evaluation results show that employees are making active changes, feeling more confident, and because they feel supported, they are likely to stay longer and share their positive experiences with others, boosting the organisation’s brand as an employer of choice.
“I appreciate the support my company has provided by offering an external coach.”
“An excellent initiative. I found the sessions extremely valuable during such a unique and new period in my life.”
“I would recommend my coach. She pushed me to take actions away which would help with my career and called out the positives which I would not acknowledge. It was very beneficial to have an hour out and stop to reflect.”
“Looking after our employees is an absolute priority,” emphasises HR. “We want to ensure our employees are supported in every aspect of their lives, enabling them to thrive and reach their full potential.”
To maintain this momentum, the organisation is focused on continuously developing its wellbeing initiatives. Coaching sessions are now offered to support those experiencing the menopause and caring responsibilities, extending support to midlife health and other times of transition. Plans are in place to establish regular support groups for employees, introduce wellbeing champions within the organisation, and further enhance training for managers to ensure they are equipped to provide the necessary support.
Through these initiatives, the organisation is not only fostering a culture that values family and wellbeing but is also laying the groundwork for a more inclusive workplace where all employees feel confident to speak up, support one another, and excel in their roles.
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