So, in a recent workshop I ran on parental support in the workplace, I asked three questions:
- Do you have a parental leave policy? ……..Every hand went up.
- Do you have a strategy to support returners?……..A couple of hands stayed raised.
- Do you track what happens after leave — retention, progression, employee experience?…..Not a single hand left.
It’s a pattern I see again and again because people assume a policy equals support. BUT, unless you’re measuring well it’s working, it’s just good intentions …isn’t it?
Data is what turns those good intentions into real, meaningful change. I believe that without it, we can’t see what’s working, what’s performative, or where the challenges are….
Last week I went to a Personio event on “From Numbers to Narratives” (not an ad - it was genuinely excellent), and one line stuck with me:
“Instinct is just another data point. Don’t let it lead the whole story.”
Too many organisations rely on ‘vibes’. If no one’s loudly complaining, they assume the support must be fine. But what if the data says otherwise?
Some recommendations:
- Stop asking how people feel; ask what’s happening.
- Track behavioural data. Are returners staying? Progressing? Being promoted?
- And make sure your parental strategy links to what the board actually cares about (whether that’s retention, productivity, leadership pipeline, pure profit).
I believe in evidence. I like data. This stuff doesn’t need to be perfect but when it comes to supporting working parents, the right data helps you see what’s falling through and gives you the power to fix it.
What do you think?
If you're curious, I’ve developed a simple Parental Inclusion Audit that helps HR teams see what’s really going on. It only takes five minutes and I’m happy to share it for anyone that it might help?
Really keen to hear who tracks what happens with returners……..
