The coaching of She does it:
- Supports women in 4 phases: working during pregnancy, maternity leave, return to their job and after the first 100 days.
- Mix of individual coaching and group coaching.
- Supports managers in coaching employees towards maternity leave and returning to their job.
It’s no news anymore that organizations, which have gender diversity high on their agenda, achieve better financial results. (If you want to read more about it, have a look at the reports from McKinsey & Company, 2015 and Credit Suisse Research Institute, 2012).
However, the pursuit of a specific women’s quota for the top layer isn’t sufficient to achieve structurally better results.
The point is that we have to offer women in all layers opportunities to develop themselves and we should support women to take these opportunities.
“Yes, easier said than done, because women become pregnant and don’t want to go and climb the career ladder anymore”.
Many managers might have these thoughts. Maybe you, too?
And here it often goes wrong.
Why pregnancy of an employee is a crucial moment
- Can I be a good mother if I continue in this job?
- How can I, in the best way, give substance to the last months before my maternity leave?
- What will my team think when I have to leave at 5pm to pick up my little one from the nursery?
- How do I deal with the stereotypical perception in my environment that, as a woman with child, I would have less ambition?
Just a few thoughts that could give pregnant women a sense of stress and uncertainty about their careers.
Women find it difficult to raise these uncertainties.
For example, because they feel that they are the only ones struggling with this, they can’t rely on a role model or discuss topics with a sounding board.
Or, for example, because the conversation with their manager doesn’t go beyond the alignment of the practical issues around the maternity leave.
As a result, if women give birth, they often choose to work less or they even stop working. The figures on the right make that painfully clear.
You’ll lose important talent and knowledge and the staff recruitment will cost your organization money.
And we are not even talking about the impact this has on the financial dependence and emotional health of these women.
- In the European Union, the employment rate of women with children is 9% lower than that of women without children.
- In The Netherlands, 73% of the working women have a part-time job. The Dutchies are also the leaders in the European Union. Austria and Germany follow at a considerable distance with a part-time percentage of 47%.
When there are children, women continue to work part-time on an average of 24 hours a week.
- In the UK, the employment rate of women with children is 14% lower compared to women without children.
Get started in a pro-active way
With She does it you can offer female talent within your organization the support they need to stay on the road of professional success, during and after their pregnancy.
This support consists of 3 elements:
- Individual coaching of the female employee
- Support for the manager
- Group coaching.
1. Individual coaching of female employees
The coaching supports in the following phases:
- Working during pregnancy
- Maternity leave
- Return to the job
- After the first 100 days
2. Support for the manager
The successful accompaniment of a pregnant employee requires extra time. And it is not only the practical matters that need to be arranged.
For a manager, it is essential to stay in contact in an appropriate way with an employee during and after her pregnancy.
She does it organizes an awareness session for the manager. After this session a manager is more aware of the challenges a pregnant employee faces and how he or she can give the right support.
3. Group coaching
Have you ever asked a male colleague, who announced that he is going to become a father, what he wanted to do with his job?
This is a question that is regularly asked to pregnant women. You understand that it takes extra courage for a woman to answer: “Just like my husband, I’ll be working full-time”.
This is just one of the hurdles bumps women face in their work lives. That is why they need extra support around their pregnancy to successfully pursue the chosen career.
Women can help each other and the organization well. In ‘women’s circles’ they can discuss obstacles they experience during and after their pregnancy. In addition to being a great support for each other, they can be useful to the organization with new ideas in this field.
She does it supports these monthly women’s circles.
A win for all parties
This approach has benefits for both the organization and the female employees:
- Women feel valued and supported in finding the right balance between their young family and work. This has a positive effect on their performance.
- Women are supported in the change to working motherhood. This reduces the chance of dropping out.
- When returning to work, women can quickly add value again, which leads to higher motivation, trust and commitment.
- Career development remains an important theme despite the changing personal circumstances.
“I didn’t really know what coaching meant. I have had counselling before, but I didn’t find that very useful. I think I wanted something more concrete, with actual strategies to help me with the issues I was experiencing.
I’ve found that in the coaching with Eefke. She put a great structure around it. I really liked that we worked with practical activities. They made a difference to my day right from the very first moment I tried them.
It was easy to connect with Eefke. She is vibrant, chatty and sociable. She is a working mum too, so understood where I was coming from.
I was worried about coming back from maternity leave. Would I have the same level of skills? How could I do everything to the high standard I had previously? It paralysed me and meant that my workload continued to build as I wasn’t completing any one task.
The major thing I learned through the coaching is that my work doesn’t have to be perfect. I just need to make a start and send it. It’s good enough. That ‘good enough’ has made such a difference and I find myself, in everything I’m sending now, saying to myself that it is good enough. It has become my new mantra for when I feel stressed.
This means I’m getting through my workload far more easily and I’m even wondering what I was worried about before. I feel a sense of balance now.
I think the coaching is not just for mums who return to work after maternity leave, but for all mums with young children who are struggling to balance any type of work. I think it’s immensely helpful to have this type of support in these intense years.”
Coach on a mission
Eefke Jansen is the founder of She does it. She has more than 15 years of work experience as a consultant, manager and entrepreneur domestic and abroad.
As a mother of 2 young children she knows very well how complicated and satisfying it is to continue to pursue your own professional goals as a woman.
After a successful entrepreneurial adventure in Austria she decided to continue with the theme ‘women empowerment’.
With She does it, Eefke supports women in setting and realizing both their professional and personal goals.
So, women will continue to develop, they will be financially independent, they are an example for their own children and our society in total will benefit from more diversity.
Here you can read more about Eefke.
Curious what She does it can do for women in your organization?
Please feel free to get in touch.
Nowadays everyone can call themselves ‘coach’. A coach is not a protected profession. If you go to the doctor, you know what you can expect in terms of quality. Unfortunately, this is not the case with coaches.
How do you know that you make a good choice? In addition to a good rapport , you can pay attention to the education someone has followed and quality labels you see on a website.
Unfortunately, nowadays there is a proliferation of quality labels and that is why I wanted to follow a course that is internationally high regarded and guarantees quality within the professional coaching world.
I joined Co-Active Coaching van het Coaching Training Institute (CTI).
Co-Active Coaching is the largest personal (so not online) coaching training programme in the world. It is considered to be the most rigorous program available for professional coaching development, given the many training and practice hours.
I’m also a licensed Firework Career Coach.
Both the Co-Active Coach training and the Firework Career Coach program are accredited by the International Coaching Federation. This international organization focuses on promoting the quality of the coaching profession by setting high standards, offering independent certification and building a worldwide network of trained coaching professionals.
The offer from She does it
- Discovery session of 2 hours with the employee
- 6 coaching sessions of 1 hour with the employee
~ Working during pregnancy (1 session)
~ Maternity leave (1 session)
~ Return to the job (3 sessions)
~ After the first 100 days (1 session)
- Awareness session of 1 hour with the manager
- Monthly women’s circles of 1 hour
- Unlimited support via email and app