Senior Leaders, VPs of HR, Engineering, DEI, and Managers

If you've had a top performer suddenly decide to stay home or change employers at the end of parental leave, and/or have up to 43% of highly qualified women with children (and up to 20% of men) leave or off-ramp from your company for a period of time, you've experienced the "Working Parent Problem." 


What is it costing you? Up to a million dollars in recruitment and retraining, per top senior professional who doesn't return or quits after parenthood. 

With costs of replacing talent ranging from 150% of their salary (for mid-level employees) to 400% (high-level, technical employees) failing to have a proper retention strategy for working parents "can become a powerful and insidious threat to your team and organization’s success.

Indeed, 50% of your talent is likely made up of committed professionals who are also trying to raise their kids in a present and loving way. 


"Being a working parent isn’t a marginal or occasional concern for mothers and fathers on your team; it’s one of the central challenges of their lives, and they grapple with it daily," reports Harvard Business Review. 


Pros&Babes can help you with the Working Parent Problem.

What is the Working Parent Problem? Harvard Business Review explains:

“This is a new, simple label we can use to describe the sometimes overwhelming challenge of trying to earn a living and build a career while also parenting well. For organizations and people in positions of leadership, it refers to the challenge of effectively employing and fully unleashing the potential of the folks who are trying to navigate the demands of work and family.


If you’ve thought about the Problem before as a manager, it’s

probably been under a different, hazier label (“work-life balance” or “integration”), and potential solutions may have seemed like a nebulous, elective effort; there was no clear path or upside to getting involved. 


Even if you’ve directly confronted the Problem in the past — for example, you’ve had a star performer suddenly decide to stay home at the end of a parental leave — the issue probably still felt adjacent to your core business goals, a relatively small and inevitable cost of doing business.


But it isn’t anymore. In the current economic and cultural landscape, the Working Parent Problem has moved up to the forefront of leadership concerns, and it’s going to stay there. Ignored, it can become a powerful and insidious threat to your

team and organization’s success.”