WORKING PARENTS & CARERS
We provide consultancy, training and coaching services to help organisations become future-ready and human-centric, through adopting a strategy of "Caring and Career".
- Consultancy to integrate a Caring and Career Framework so that DEI benefits all of your employees and is customised to your country/region
- Training to equip and educate managers to navigate life transitions and foster an inclusive culture, so that team members can feel safe to ask for what they need
- Group and individual coaching to support employees to navigate life transitions
Our solutions
Caring for Teams
Caring & Career Checklist
At Thriving Talent, we are committed to empowering organizations to create supportive and inclusive environments for working parents and carers. We understand that achieving the best results requires not only supporting parents but also evaluating the effectiveness of your policies, processes, and resources.
To assist you in this endeavor, we have summarized the best practices and actions in our Caring & Career Checklist. This valuable resource will enable you to assess your current practices, identify areas of strength, and uncover opportunities for improvement in supporting your employees' work-life integration.
By using our checklist, you can address the most common challenges and fears voiced by thousands of carers, such as concerns about being considered for projects or promotions after announcing pregnancy, the balance between parenthood and career responsibilities, and navigating perceptions related to paternity/secondary carer leave.
Get our free Caring & Career Checklist to get started - fill out the form to receive it.
Download our Caring & Career Checklist
A few of our success stories
Merck
In an employee survey, 70% of employees listed parental leave in their top 3 D&I priorities and research showed that their current offering of 2 weeks paid paternity leave was not competitive as an employer. The Merck DEI team in Switzerland wanted to address this by extending Secondary Carer Leave and making it more flexible as part of their gender parity goals.
Read >Finance Industry
Spotlight on Working Parent / Parental Leave group coaching and Thrive Online e-learning for line managers.
Seeing the impact of gender diversity on the improved performance of teams and in the workplace as a whole, our client is committed to increased female representation in management positions.
Read >Watch Natalie Wilkins and Deborah Croft discuss caring & career
(recording from a LinkedIn Live)
What our clients are saying
"Having a coach helped me acquire relevant tools and advice that has been very useful during my current process of leaving my job and personal life during maternity leave as well as thinking about my return to work. I came to Thriving Talent looking for advice and tips to help me during this process and I gained invaluable knowledge from a fantastic coach that I will always remember. I am really happy with this experience, it truly helped me during this important stage of my life."
A parent at Takeda GGC
"Having supported working parents through workshops and coaching, we realised that there was far too much inconsistency in how our employees were managed during a time of great change and vulnerability. We wanted to change that and have added the Line Manager Toolkit to our onboarding for managers so they all understand the importance of the role they play in retaining and engaging carers."
D&I Leader, global Insurance business
“We used a full range of Thriving Talent services. They adapted materials to be specific to our company and proved to be extremely valuable. There was no limit to the potential of what we could do with Thriving Talent. I would highly recommend working with them and look forward to our next opportunity to collaborate together.”
Global C&B Leader at a pharmaceutical company
"We have been changing our HR model and want managers to be better equipped to proactively manage these types of changes. Being able to supplement our standard guidelines with these checklists enables our managers to feel much more confident to navigate these transitions without so much input from HR."
Chief HR Officer, Pharma company in Switzerland
