How can we in HR devise a strategy to attract and retain key female talent?
Oct 29
Again full disclosure, I have never had children and hence haven’t been through the process. But I am interested in diversity and think that its truly important to creative and innovative workplaces like mine.
I also listen to other people’s perspectives on how they are treated from the moment they announce their pregnancy in the workplace, to when they leave and even until they return.
From friends, family and people I’ve worked with- here are some of the comments I’ve heard:
* No one contacted me while I was away, nor when I actually returned. I ended up organizing a meeting with my manager to get myself back into the swing of things. It wasn’t a good feeling.
* Emotionally it took me awhile to feel like I was managing both responsibilities effectively. It is hard getting used to reduced output due to reduced working hours.
*The experience depends on whether you are dealing with a friendly HR person, or a manager who understands. Worse case scenario is that you feel like you are putting requests into a black hole and not being heard.
*Flexible hours are available but not always accessible
*Working from home was a life saver. I could not have coped otherwise, and probably would have quit work all together
*Childcare options are important
*It’s worrying to come back to work- you aren’t sure if you’ll be able to fit back in with all the changes
In assuming that all these women are important people that we want to keep in the organisation- how can we keep them??
But it all sounds so fluffy you say- managers will just want HR to do all that stuff, but it just won’t be effective because the manager is the one who most impacts the employee experience. Hence, we need to put the tools in their hands.
Some suggestions:
*Create key tools such as a formal handover document, a communication plan, and a return to work plan. Check out Mums at Work
*Offer a number of specialist support services to women include counselling, mentoring and coaching. There are a number of coaching services in Australia which specifically help women return to work after maternity leave.
You might like to have a look at:
*Develop a guide or provide coaching for managers in how to work effectively with part-time employees
*Provide a once-off emergency child care service which the company pays for. A service like Dial an Angel might be appropriate.
*Offer salary sacrifice options for child care
Any other ideas that you’ve seen implemented?
