The best employers achieve 99% return to work rates.
Can your organisation boast this figure?
Dear HR Professional
- Would you like to support, engage and retain more working mothers not just immediately after maternity leave, but long after they have returned?
- Do you want to save money and time on your Diversity Policy?
- Do you want to find out some simple, effective strategies that you can put in place quickly and easily?
- If the answer to any of these questions is “yes”, and you would like to be ahead of the game when it comes to retaining valuable female employees, then you will want to receive my FREE special report ; “How to Retain Talented Women After Maternity Leave”.
My name is Amanda Alexander and for the past five years I have been helping professional working mothers to achieve excellence at work whilst balancing their lives . I spend all my working life with exceptional working women who are mothers too, and I’ve acquired an insight that few people can claim through working closely with hundreds of talented working mothers. These professional women reveal to me the difficulties and frustrations of balancing life and work that they would never dream of revealing to their employers – or even their closest friends!
Disappearing Talented Women
Over the past five years I have noticed a disturbing trend - too many working mothers are leaving their careers because they feel stressed, undervalued and tired of fighting to be taken seriously. I know that professional working mothers are “dropping out” right now and they will continue to do so until their unique needs are met.
It is the employers who proactively engage working mothers and understand their needs that will attract and retain the best talent. In a society where 80% of employees are knowledge workers, the business case for retention does not need spelling out.
My frustration at seeing highly qualified and experienced working mothers dropping out has led me onto a mission to support both employers and the working mothers who work for them to achieve mutual success. Having worked with so many working mothers, I know what their trigger points are for leaving, and I have learnt what the best organisations are doing to attract and retain more women.
In October 2007 I carried out a pioneering survey across more than 1,500 working mothers to discover what has helped or hindered their smooth transition back to work after maternity leave.
Almost 300 mothers responded to this survey and now you can benefit from this unique combination of data, knowledge and experience, via my free bite-size introductory report “How to Retain Talented Women After Maternity Leave”.
There are many simple, cost effective practices that you can put in place quickly and easily to support, engage and retain these women and reduce both the direct and incidental costs in terms of both money and time to your organisation.
How You Can Get Ahead of the Game
In this short but information-rich report I will reveal what you need to know about working mothers and in particular working mothers who have returned from maternity leave in the past year or so.
I’ll share with you why it’s essential that you have a strategy to retain new working mothers within your diversity policy as well as giving you a few practical pointers on simple ways to retain more maternity returnees long after their immediate return to work.
In this free report you will learn:
- The four key areas where employers unwittingly make it difficult for new mothers to transition back to work
- What drives new working mothers to resign
- What it’s really costing you every time a working mother leaves
- What working mothers really want from their employers when returning from maternity leave – you might be surprised at how simple changes can yield incredibly positive results
- An overview of three of the simple and low cost ways to retain working mothers
The ideas here apply to any large organisation, from blue chip multinationals through to smaller businesses and public services.
Whether you have already implemented policies within your diversity strategy to increase your retention rates of women, or you want to know how you can reduce recruitment, interim and tribunal costs , or you are just wondering how you can really support your female employees, then this report will be an invaluable resource.
All I need is your name, email address and postcode. As soon as you have confirmed your registration, you will have immediate access to the report.
You’ll also receive a subscription to our high content, high value quarterly newsletter ‘Retain Talented Women’, and periodic offers and updates for our products.
All I need is your name, email address and postcode. As soon as you have confirmed your registration, you will have immediate access to the report.
Please ensure that you put amanda@retaintalentedwomen.com onto your “white list” or ask your IT department to allow emails from amanda@retaintalentedwomen.com
Privacy Policy: We will NEVER share, rent or sell your information to any other organization. I promise!