In this article, we share the key metrics you should be tracking to measure the success of your maternity returner support programmes. Whether you're a business looking to retain top female talent or improve employee wellbeing, understanding these critical data points is essential for driving real impact.
Returning to work after maternity leave is a pivotal and often challenging time for working mothers. Providing the right support can make all the difference in helping these valued employees feel confident, engaged and able to thrive. By monitoring the right metrics, you'll be equipped to fine-tune your programmes, demonstrate their value, and ensure you're making a meaningful difference.
Many organisations fall short when it comes to maternity returner programs because they lack a data-driven approach. They may offer great resources and support, but without clear metrics in place, it's nearly impossible to know if these initiatives are truly effective.
When it comes to evaluating the success of your maternity returner initiatives, there are several critical metrics you should be tracking. These go beyond simply looking at retention rates - they provide a holistic view of how your programmes are driving tangible outcomes for both the organisation and the individual.
By the end of this article, you'll have a clear understanding of the most important metrics to monitor for your maternity returner support programmes. You'll be equipped to:
Demonstrate the business impact of your initiatives
Identify areas for continuous improvement
Make data-driven decisions to better support working mothers
The 4 Key Metrics to Track
1. Retention Rates
This is perhaps the most obvious metric, but it's a critical one. Track the percentage of women who return to work after maternity leave and remain with the organisation for 6 months, 12 months, and beyond. Benchmark against industry standards and your own historical data to measure the impact of your support programmes.
2. Career Advancement
Look at promotion rates, leadership roles, and other indicators of career growth for women who have gone through your maternity returner initiatives. Are they advancing at the same rate as their peers? This metric speaks to the broader issue of gender equity and whether your programmes are truly enabling women to thrive.
3. Employee Engagement and Satisfaction
Conduct regular surveys to gauge how supported, valued, and engaged your maternity returners feel. Metrics like job satisfaction, work-life balance, and sense of belonging can reveal a lot about the efficacy of your programmes.
4. Program Uptake and Satisfaction
Track participation rates in your various maternity returner support offerings, such as coaching, workshops, and peer networking events. Collect feedback on how valuable employees find these resources to optimise the mix of your offerings.
Start by identifying the key metrics that align with your organisational goals and the needs of your working mothers. Implement robust tracking systems, analyse the data regularly, and use these insights to continuously refine and improve your initiatives. Doing so will not only help you retain your top female talent, but also position you as a true leader in supporting working families.
My colleague Sarah Turner and I have been busy creating content highlighting the importance of organisations providing support for working parents. As part of this, we created this video series exploring the entire journey of maternity leave, from before the leave starts, through to preparing to return and then the first few months back at work. If you or your organisation would like to understand more about how to support your employees as they take parental leave, please get in touch.
This blog post is a collaboration between Maternity Coaches Laura Duggal and Sarah Turner. They are working together, sharing their experiences and bringing the best of their joint advice and knowledge to you.
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