Empowering working parents as a talent management priority

The pensions, benefits and investment sector is evolving fast, and Isio is stepping up as a talent‑forward employer, turning working‑parent support into a strategic accelerator.

Day‑to‑day life at Isio combines expert advisory roles and high‑stakes client work with the realities of family commitments.

At Isio, becoming a parent is recognised as a pivotal life moment, and support is built in from the start. Whether someone is preparing for leave, navigating a return, or managing team members through these transitions, there’s a clear commitment to making the experience feel supported, consistent, and empowering for everyone involved.

The Ambition

In 2023, Isio (pensions, benefits and investment experts) came to us with a clear vision. They were already committed to Inclusion & Belonging, but they knew that targeted support around parental leave and career progression could make a real difference to talent attraction, retention, and leadership development.

“Family-friendly workplaces aren’t just a nice-to-have – they’re the future of work. At Isio, we know that when employees feel supported through life’s big transitions, they perform at their best. That’s why working with Parent & Professional has been so valuable – it’s helped us turn good intentions into real action.” Linda Johnston, Chief People Officer, Isio.  Listen to Linda’s story on our CPOTalk Podcast – Family-Friendly Cultures. 

With an Inclusion & Belonging strategy in place and an ambitious goal to reach 35% female representation at leadership level by 2029, Isio recognised the need to support working parents as a core part of their talent pipeline.

 

The Approach

In partnership with P&P, Isio’s HR and Inclusion & Belonging team began with a benchmark review to understand where the current support was working — and where there were gaps.

Several clear themes emerged:

  • Managers weren’t always sure how to support returning parents effectively
  • Career confidence after parental leave, particularly for women, was often low
  • Dads didn’t always feel the existing support was relevant or available to them
  • A long-hours culture still shaped how performance and commitment were perceived

Together, with Isio’s HR team, Loraine Knight, Aileen Cowler, and Natalie Wignall, we created a multi-layered coaching programme that would sit within Isio’s wider Inclusion & Belonging strategy and deliver real impact for employees and managers alike. A safe, supportive space where working parents could voice previously unspoken struggles, rebuild confidence, and explore progression pathways – while equipping managers to lead with empathy and confidence.

Polly Thorne, Inclusion, Belonging and Sustainability Manager, Isio, said: “From the day we were born, Inclusion & Belonging (I&B) have been strategic priorities at the heart of our business. We are proud of the work we do with clients, and we apply that same mindset to our internal I&B approach, championing higher standards in fostering a diverse, inclusive and equitable environment, which recognises individuals for their unique contribution, celebrates their differences without judgement and is committed to driving measurable change.”

The Results – A Family-Friendly Culture in Action

Our support focused on key touchpoints that shape the parental transition experience:

  • One-to-One Coaching for employees navigating parental leave, helping them build confidence, reflect on priorities, and plan for their return
  • One-to-One Coaching for managers to build just-in-time capability, confidence and empathy when supporting team members through this life stage
  • Ongoing Dialogue with HR to keep adapting the programme to evolving needs, track impact, and embed learning across the business

Together, we have created a culture shift – one where employees feel safe to share their feelings and challenges, managers feel confident offering support, and coaching has been viewed as a tool for growth.

The impact of the programme has been both meaningful and measurable – for individuals, teams, and the wider culture at Isio.

✔ 100% of coaching participants said the support made them feel more valued and supported

The HR team have collectively perceived:

✔ 42% increase in retention

✔ 10% increase in return rates

✔ 13% increase in manager confidence and capability to support parents

✔ 12% increase in dads feeling supported

✔ 11% perceived increase in women progressing into senior roles

“The biggest gain for me was confidence. Confidence that I could step into motherhood without feeling like my career had to take a back seat. I went into my maternity leave with a promotion to Senior Manager at Isio and the coaching played a huge role in helping me develop the self-belief and focus to deal with this next step, ensuring that I didn’t put my ambitions on hold.” Senior Manager, Isio

We couldn’t be prouder that this work has also been recognised externally – our partnership with Isio was shortlisted for a prestigious 2025 CIPD People Management Award, celebrating the impact of family-focused coaching on talent development and inclusion. Read more about the shortlist.

“The work we’ve done with Parent & Professional has been transformative. What started as a structured coaching and development initiative has evolved into a true cultural shift.” – Aileen Cowler, Talent Development Manager, Isio.

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