You don't lose people when they go on leave, or when they return. You lose them 12 to 36 months later.
You don't lose people when they go on leave, or when they return. You lose them 12 to 36 months later.
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Most retention effort goes into the return itself. The actual exit point is quieter, later, and far more expensive to miss.
13%
returned to work with a different employer than before the birth of their child
18%
were made redundant, restructured, dismissed, or not renewed during pregnancy, leave, or return
32%
of mothers who experienced discrimination resigned or sought a new job as a result
7%
of manager roles in Australia's largest employers are part-time
This might be you
This might be you
You're losing experienced people 12 to 36 months after they return from parental leave
You've invested in return-to-work policies, but the support disappears right when people need it most
You want a genuine reputation for retaining talent, not just policy compliance
You don't have a clear picture of what your roles would need to look like to keep the people you're at risk of losing
You know coaching works, but haven't found a partner who understands the organisational side of this transition, not just the personal one
Coaching only works with the right foundation. Architect builds leaders who understand matrescence and the return transition, roles redesigned so seniority and flexibility aren't a trade-off. Multiply and Retain are the coaching that sustains it.
Group coaching for employees navigating this window together, sharing the load rather than each person working it out alone.
Coaching for managers supporting people through this transition because retaining talent starts with the person they report to.
Not sure where to start? Book a free, no-pressure Let's Talk Call and we'll work it out together. Book a Let's Talk Call
About the founder
About the founder
Consulting & Coaching Dual Momentum
Victoria is an organisational and workforce transformation specialist, now completing her ICF-accredited coaching qualification, specialising in the parental leave transition and its impact on careers, leadership, and organisational performance.
Her approach is shaped by both a decade-plus of professional expertise redesigning how organisations work, and the lived experience of navigating a demanding career and parenthood side by side.
Victoria's work challenges the idea that returning from parental leave is a single event to get through. Instead, she treats it as a sustained transition - identity shift, cognitive load, and a role that often stays static while the person in it fundamentally changes - that requires structure, support, and intentional leadership on both sides.
Her work helps organisations move from policy to genuine practice, so parental leave transitions become a supported part of the employee lifecycle, not a quiet point of attrition. Through this lens, she supports both individuals and organisations in sustaining momentum, retaining talent, and building leadership pipelines that reflect how people actually work today.
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