How our 1-1 parental transition coaching has built a family-friendly and flexible culture

12 years ago, our client set out on a mission to build its family-friendly and flexible work culture. The forward-thinking HR & D&I team set out its goals.

Already known across the financial services sector as having a family-friendly and flexible work culture, our client wanted to reinforce and build on this to ensure that they remained market-leaders in attracting the best and most diverse global talent.

  • to offer the best possible support to all their parents experiencing the parental transition; to therefore support mental health and emotional wellbeing
  • to boost leadership support by ensuring all managers feel confident in supporting team members going through the parental transition
  • to improve return and retention rates for parents
  • to improve career prospects for parents (in particular women) by supporting them through the transition and along the talent pipeline.

The Approach

The client partnered up with us at P&P in 2010 and we have been working together ever since. We started our work together by engaging with the D&I and HR team to set objectives and held workshops with parents and managers to fully immerse ourselves into their culture. Our small-group, 3-hour workshops continued for many years across the UK and focused on 4 key areas:

  • expectancy and preparation for leave
  • parental leave and preparing for return to work
  • life as a working parent
  • manager’s workshops to create a family-friendly and flexible work culture

Since the pandemic, all of our support has now moved to 1-1 coaching, most of which is now held virtually.

Each new parent taking more than 6 weeks of leave is entitled to between 3 and 5 1-1 coaching sessions with one of our qualified and experienced parental-transition coaches.

The Results

Our client has secured a position in the Top 30 Employers for Working Families for the 7th consecutive year. Gaining external recognition for our work has been a great achievement for us at P&P and the HR/D&I team.

In-depth evaluation

A sample of our in-depth evaluation from 2021 has revealed the following:

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