Enhancing Leadership Literacy to Manage Parental Leave and Reduce Systemic Discrimination
One of the big four professional services firms
Parental leave transition coaching prevents bias and discrimination, closes the gender pay gap, improves leadership literacy on inclusion and improves gender balanced retention and promotion of talent
The Background
A leading Big 4 professional services firm faced high turnover during parental leave, contributing to costly systemic discrimination. To address this, the firm partnered with us to pilot a Parental Leave Transition Coaching program aimed at improving leadership literacy among managers.
Challenge
The firm’s data revealed a 6.1% turnover rate for employees returning from parental leave, above the industry average. This high turnover indicated low leadership literacy in managing parental leave transitions, exacerbating gender pay gaps and discrimination.
Solution and Results
We introduced a Parental Leave Transition Coaching program, making it mandatory for managers when a team member requested leave. The coaching focused on reducing bias, improving inclusion literacy, and educating leaders on the caretaker model.
Results
Within two years, the firm’s parental leave turnover rate dropped from 6.1% to below the industry average of 3.6%, saving $6.075 million. The program also enhanced leadership literacy, leading to better gender-balanced retention and promotion of talent. This case study highlights the effectiveness of integrating Parental Leave Transition Coaching into parental leave processes. By improving leadership literacy on inclusion, the firm successfully reduced discrimination, closed the gender pay gap, and achieved substantial cost savings.
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