Companies lose between 20-30% of their women in the years when they’re having children. The cost of attrition is commonly valued between two and three times the employee’s salary, and there is the additional risk that the replacement won’t work out.

- Huffington Post

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Easy 3 step process

1. Employee announces they’re expecting

2. Employee and their manager take our proprietary intake assessment

3. Employee and manager get their individual custom guide for the before, during and after the leave

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Custom Guide

Our platform houses every form, conversation guide, action item, tool, resource and more! This guides the employee and manager through a research based, proven approach to retention, engagement and effective transitions. The process from pregnant to returning from leave is fully planned and organized- customized for every parent, manager and their specific situation.

How our process helps companies:

  • Reduce unconscious & conscious bias

  • Independently understand unique, time-sensitive needs through pregnancy, leave time, and re-entry

  • Applying regulatory and company policy ground rules that affect each individual situation

  • Engage regularly in collaborative dialogue with pregnant employee to maintain a successful course of action (course of action as defined as successful by both parties*)

  • Prioritize needs to minimize mismatch between goals of employee, supervisor, HR, and Company programs

  • Coaching to develop interpersonal skills, including empathy, listening, understanding, productivity and sensitivity to effectively relate to pregnant employee(s)

How our process helps employees:

  • Define and clarify career aims and expectations through pregnancy, leave time, and upon reentry

  • Learn about regulatory rights and existing company policies

  • Guide timing and prioritization of goals and align personal and company needs

  • Develop productive dialogue with supervisor to facilitate understanding 

  • Effectively develop a mutually agreed upon course of action and outcome (successful outcome and course of actions as defined by both parties*)

  • Define priorities and plan of respectful action to minimize mismatch between goals of employee, supervisor, HR, and Company programs

A lack of professional advancement for mothers as a result of bias, termed the “maternal wall,” often has a big impact on who makes it to top leadership positions. That in turn determines who’s setting policies that affect younger mothers who are coming up in the work force.
— New York Times

About

Find out about our organization, mission, our methods, and the results of our program. 

Learn More →

Take Action

Ready to take the next step? Time to stop the penalty of parenthood and manage the process that can cause so much damage to moms, dads and managers alike. 

Find Out How →

“Career Allies delivered a wonderful training on proven strategies to balance uneasy transitions for team members to keep both the team member and business involved and engaged”

— Career Allies client

Is your workplace set up to retain your top female talent when they are expecting?

Take our 2 min. survey to find out and get your FREE maternity leave toolkit