The return isn't the finish line. Not for you. Not for your team.
The return isn't the finish line. Not for you. Not for your team.
Embedded Files
Consulting & coaching to sustain momentum for the person returning, and for the organisation supporting them.
Dual Momentum exists because too many parents survive the return to work, then quietly stall in the years after it. Not from a lack of ambition, but because the support was built for a moment, not the fundamental change underneath it.
We believe sustaining a career after parental leave shouldn't mean choosing between who you were and who you're becoming. Our mission: give parents, and the organisations around them, real tools to sustain momentum, not just get through the return, but build something that lasts.
Keep the career you've built, or find the pathway that fits your new dynamic. Either way, momentum doesn't have to stall - good for families, good for business, good for the next generation.
Two demanding roles. Momentum in both
Two demanding roles. Momentum in both
70%
have put their career on the back burner since having children
134%
rise in the cost of raising a family since 2004, income grew just 102%
3%
of CEOs work part-time and just 5% of key management personnel
What the data shows
What the data shows
71% of couple families with children under 15 now have both parents employed. Up from 56% in 2000 and 40% in 1979. That's not a minor shift. Most of today's senior leaders built their careers and their assumptions about what a fully committed employee looks like in a world where one parent typically managed the home.
Dual Momentum works with both parents navigating that shift, because the cognitive load of two working parents is a structural reality most workplaces still aren't designed around.
On average 16% of net household income goes on childcare. The cost of raising a family has risen 134% over the past two decades, while household income has grown just 102%. Which is exactly why the drive to keep advancing is so real. Stepping back isn't just an identity question. For many parents, it's not financially possible.
Dual Momentum helps you get clear on what's actually driving a decision to scale back, and build a genuinely sustainable version of "staying," so that whatever you choose is a choice you made.
Only 7% of manager roles in Australia's largest employers are part-time. Unchanged for two years. It gets steeper the more senior you go: just 5% of key management personnel and only 3% of CEOs work part-time. The roles that would let someone stay senior and reduce hours barely exist. That's exactly the gap.
Dual Momentum's organisational design background is built for working with you, and with organisations, to find or build the flexible senior pathways the system hasn't caught up with yet.
Australian dads want to break the mould: two in three say they're more involved in day-to-day care than their own fathers were. Yet 75% wanted to take additional parental leave and couldn't, mostly because they couldn't afford it. Wanting to show up differently, and being able to afford to, are two different problems.
The shift in identity and cognitive load doesn't only belong to mothers, and neither does the support. Dual Momentum works with dads navigating this too.
I'm returning to work
I'm returning to work
Sustain your career momentum in the years after parental leave - not just get through the return.
I lead or support a team
I lead or support a team
Support for retaining the people you're losing quietly,
12–36 months after they return from parental leave.
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