Get in Touch
Trusted by top-tier brands to empower their people and build an employer of choice culture
Carlton Football Club logo
Buddle Findlay logo
McCain logo
Coles-Logo
Lander-Rogers logo
Transgrid logo
Treasury NSW logo
Exxon Mobil logo
Hall-Wilcox logo
Sodexo logo
Yancoal
DPC logo
Lavazza-Symbol
Equity_Trustees_logo
cbre_logo
Endeavour-Group-Logo
dcceew logo
McGrathNicol logo
easygo logo
the full arc

Support at every phase, not only the return
Parental leave is a sequence of transitions, each with its own pressures, and each a point where confidence, visibility and career direction can quietly erode. We coach people through all of it.

Pre-parental leave

Pregnancy & handover

Plan leave as a career move.

Brief managers, protect visibility, and plan sponsorship conversations before stepping away, so the parental leave begins from a position of clarity, not uncertainty.

On parental leave

Leave & keeping in touch

Stay anchored to what matters.

Navigate the identity shifts of leave and decide what staying connected actually looks like, on terms that work for this chapter, without pressure.

Return to work

Return & flexible work

Design a return that holds.

Set boundaries that protect what was agreed, re-enter with intention rather than reaction, and treat flexibility as a career-continuity tool, not an exception.

the system part

We coach the manager, because that's where the experience is really decided

Coaching the individual builds agency. Coaching their manager changes the system they return to. That combination is what makes leave a leadership move rather than a career risk.

Manager engagement is the single biggest variable in how leave is experienced. — a consistent signal across Grace Papers coaching programs

What manager coaching does

Surfaces their own assumptions, including well-intentioned benevolent bias

Builds sponsorship literacy and awareness of their leadership shadow

Equips them to lead the career conversations that keep talent progressing

The impact compounds when both are coached: your person returns to a manager already framing their trajectory the same way they are.
our empowerment model

Beyond parental leave support. Agency that lasts long after the program ends.

Graphics-Website-1200-x-900-px-18

Our coaching isn’t just for those on parental leave. Our Parental Leave transition program runs on our Empowerment model, building the clarity, confidence and agency to navigate the system your people are part of, make better decisions and take action. It’s also designed to develop your leaders by providing a safe space to explore and address gender biases. By doing so, we are building their capability to retain, develop, and support talent, particularly during transitions.

Every participant builds a Professional Vision, a career compass grounded in their values, talents and abilities. People use it in 1:1s, flexibility negotiations, pay conversations and promotion cases well beyond leave.

Ambition is already there. What coaching restores is the belief that they can act on it, and the capability to do so.

Our Parental Leave transition coaching program ensures that your organisation accelerates gender equality outcomes, benefiting stakeholders and doing right by your people.

Partner with us

The Grace Papers Coaching Difference​

Our coaching services provide your employees with the tools and support they need to thrive, integrating an empowerment model proven to drive social change, with gender experts leading the way.

Improve talent retention​

Improve talent retention, reduce gender-based promotion bias, preventing talented employees from being stuck in part-time roles.

Help employees balance career & care​

Empower employees to balance a fulfilling family life with a successful career.

Strengthen leadership inclusion​

Enhance the inclusion and sponsorship capabilities of your leaders.

Access qualified executive coaches

Access qualified professionals with backgrounds in law, neuroscience, and psychology, trained in The Grace Way.

Beyond coaching​

Beyond coaching, we overlay an empowerment model that integrates agency and systems understanding to build sustained confidence.

Help employees navigate gender bias

Our model, recognised by the Australian Human Rights Award, helps employees navigate subtle gender biases to become effective leaders.

Partner with us to create a supportive and inclusive workplace and gift your employees an unparalleled coaching experience.

Get in touch
Impact you can measure

10x
Return on Investment

10x

 

Our empowerment model is proven to reduce discrimination and increase promotions, delivering an average 10X ROI.

 

96%
Participant Recommendation

gp-2

Tailored to each employee’s unique journey—whether in parenting, caregiving, or leadership—our coaching ensures impactful and relevant guidance.

 

4 out of 5

Career outcomes

gp-2

4 out of 5 participants report real world impact on decisions, promotions and flexibility

 

Graphics-Website-1200-x-900-px-19

We're not just providing assistance, we're cultivating a culture of care and support​

“By proactively offering Grace Papers’ parental leave support and seamlessly opting team members in, we’re not just providing assistance – we’re cultivating a culture of care and support. This preventative approach not only empowers our team members to navigate parental leave with confidence but also equips their line managers with the resources they need to offer meaningful support. Together, we’re fostering an environment where every team member can thrive, both personally and professionally.”

Naomi Ezeigwe, Inclusion and Belonging Partner – Woolworths Group

Awards and Partners

Empower your employees to balance career, care and ambition​

And give your managers the capability to lead it. Book a discovery call and we'll map your priorities with a gender-equality specialist.

Partner with us
Book a free Consult