Assystem’s Post

As my parental secondment draws to an end, it is wonderful to be returning to a collaborative and supportive industry environment. The rapid changes over the past seven months during my maternity leave, have indeed brought about significant shifts for businesses and individuals. For any mothers out there returning to the workforce or those who have taken a break, I've included some reflections and tips to consider as you reintegrate: 🌱Recognise and Embrace Change: Acknowledge the changes in the industry and embrace new practices and technologies that have emerged. Staying adaptable will help you reintegrate smoothly. ☀️Reconnect and Rebuild Relationships: Spend time reconnecting with your colleagues, clients, and candidates. Catching up on their experiences and changes during your absence can help re-establish strong professional relationships. 💪Leverage Collaboration and Support: Utilise the collaborative spirit and support systems that have strengthened during your absence. Engage in team activities and be open to collaborative opportunities. 📈Stay Updated and Informed: Dedicate time to catch up on industry news, trends, and best practices that have developed during your leave. This will help you stay relevant and informed. ☀️Maintain Optimism and Resilience: The optimism you've observed can be a powerful tool in your own work. Approach challenges with a positive mindset and draw on the resilience you've developed during your leave. 💭Share Your Experience: Your perspective as a returning professional can offer valuable insights. Sharing your experiences and observations about resilience and support can contribute to the collective knowledge and positivity within your industry. 🧘🏼♀️Focus on Work-Life Balance: Prioritise your well-being and work-life balance as you transition back into work. This will help you manage your responsibilities effectively and maintain your personal well-being. 🌏Leverage Flexibility: If your industry has adopted more flexible working arrangements, take advantage of these to ease your transition and find a routine that works for you and your family. By embracing these strategies, you can smoothly transition back into your role and contribute positively to the evolving landscape of your industry. This mama has a whole new perspective and I'm looking forward to reconnecting with you all soon 🧡🖤 #returntoworkreflections #stratergies #recruitment #remarkablepeople

As a recruiter, I often speak with candidates returning from maternity leave who feel nervous about the gap in their resume. But the truth is, that time away is far from a career setback—it’s an opportunity to build invaluable skills! Being on maternity leave pushes your resilience, patience, multitasking skills, and more. Think about what life looks like on maternity leave: balancing new responsibilities, adapting to unpredictable challenges, and finding creative solutions—these are all things that make you more capable, not less. Businesses need to recognise this. Candidates returning from maternity leave bring fresh perspectives and abilities that can make teams stronger and more adaptable. Maternity leave isn’t a gap in a career—it’s a growth opportunity. 🤗 #recruitment #maternityleave #careergrowth #leadershipskills #diversityandinclusion Speller International

I always believed in the power of great stories and I think now I have one worth sharing: I worked for GPTW Brazil for a couple of years and I will never forget the sparkle in the eyes and the entrepreneurial spirit and vision that built a high-performance branch. I’ve also worked for the most wonderful, smart, caring and hands-on group of CEOs in Europe. Although I did not have it as hard as people who lost their families and jobs, it wasn’t ideal coming into the EU role during a pandemic which lasted for years. Maybe that’s why after 3 years, when a new opportunity opened up locally, I put myself forward for the promotion. I was successful but just before I started my new job, I found out I was pregnant. For some background, in Brazil, a survey from Fundação Getúlio Vargas University shows that around 50% of women lose their jobs after starting maternity leave. As opposed to what happens in the UK where the majority of employers (84%) reported that it was in their interests to support pregnant women and those on maternity leave. The main reasons for this were because it increased staff retention (58%) and created better morale among employees (20%). IFF Research. Still, it took me a few days to build the courage and find the right words but all I really had to say was “Look I’m pregnant, I understand if you want to reconsider your offer”. There was a choice to be made and I knew I didn’t have the power to control the outcome. I had to ask myself: “Is there REALLY a great place to work”? My boss said, “Great news! Go be a mum and your job will be here when you come back. Let us know if you need more time, 6 months, 1 year etc. HR will talk to you about the next steps”. Thank you Ben for being this incredible leader and human that never misses the chance to care for the people you work with. It never goes unnoticed, believe me. Thank you Claire for being such a cool, hard worker with all the right words at the right time even when I asked for a maternity leave extension you said: “The important thing is for you to come back happy”. In this return to work, I’ve learned you have to manage the chaos and the NOs. And what kind of regret you’ll have to deal with: I can regret working and miss the time with my baby or I can regret not working and miss the chance to be the greatest example my child can have. A public thank you (Ben Gautrey & Claire Knights) will never be enough to show how important the gift of more time with my baby girl was. She’s 11 months old and her mum is on her forth week of work after maternity leave, working happily. I’m ready to show why I want to work hard for this amazing team. For me, being treated this way is what makes a Great Place to Work. It also motivated me to do everything I can to help grow the business of helping every company become a great place to work for all.  #greatplacetowork  #futureofwork  #peoplemakethedifference Great Place To Work UK

Are we playing to the gallery when we announce DE&I initiatives ? Do we bother thinking them through in terms of impact and long-term sustainability or do we just look for the applause ? For example, When a woman proceeds on paid maternity leave, she deserves it. As a next step, many organisations go a step further and give an appraisal rating of an above average performer in absentia, along with the increment and bonus that comes with it. Again, fair enough. Strangely, most Organisations do not take time to think this initiative through and to be truthful, most aren't really bothered about the fallout. To save effort and money, no temp or relief is provided to fill in for the woman who has proceeded on maternity leave. The work is generally handed over to a colleague - mind you, we are talking about a period of 6 to 9 months or more. Now this colleague, struggles to cope up with double the load. S(he) works late and as a consequence work life balance goes out of the window and stress levels increase as s(he) finds it difficult to perform at the level s(he) would have, when undertaking only their primary role. Now the kicker: Whilst the person on maternity leave is rewarded, the one shouldering her job is appraised and given a lower than normal rating as performance generally dips under the weight of the excess temporary load. So, double whammy. As a result, when the woman returns from maternity leave, she is greeted with coldness and jealousy from her peers instead of the warmth and happiness she expects. The ground level empathy and support is missing in subtle ways. The atmosphere gets muddied and all because of a well meaning but poorly executed and thought out DE&I initiative. The solution is simple: hire a suitable temp or by policy, reward the person shouldering the double load, just as the organisation rewards the person proceeding on maternity leave. How deeply and well have you thought out your next initiative ? Is it being implemented for true emancipation and inclusivity or is your organisation just playing to the gallery? Think about it. #MoultingCaterpillar #Leadership #DEI #ExecutiveCoach #hr #CXO

Managing the return to work after maternity leave can be a difficult and stressful time. You might feel that a lot has changed and experience low professional confidence. You are experiencing one of life’s big changes and it’s natural to feel apprehensive about how things will turn out once you re-enter the workplace. Timely Careers understands and we are here to help 👐 Here is our advice to help you manage your return to work after maternity leave! ⬇ If you would like to learn more about how we can support you, please reach out! Contact info@timelycareers.com or drop us a message! #TimelyCareers #Confidence #MaternityLeave #MakingAnImpact #TheWiBGroupImpact

Ready to return to work after maternity leave? 🍼 Hi mums! Returning to work after maternity leave can be a bit daunting, but it’s totally manageable. As a mum myself, I get it, and I've supported many female lawyers through this transition. Here’s a quick guide to help you out: Plan ahead: Set clear career goals. 🎯 Network: Reconnect with your colleagues. 🤝 Showcase skills: Highlight your multitasking abilities. ↔️ Flexible options: Discuss work arrangements. 🏡 Stay updated: Engage in professional development. 👩💻 I've seen these strategies work time and time again. If you’ve returned to work after maternity and have useful advice, pop it in the comments! 👇 #MaternityLeave #WorkingMums #LegalRecuitment #PrivateClient #CourtOfProtection #ContentiousProbate

The transition back to work after maternity leave isn't easy. But with the right strategy and proper tool, you can be successful! 🌟 Thx to STEP you are not alone in this journey. Meet Lucia, our 2nd employee sharing about her journey with S.T.E.P. 👋   Watch the video to find out!

If you think your employees do NOT need support when they return to work following maternity leave, please read this! These are the words of a mum who had returned to work 4 months ago following maternity leave. "I was naive as I assumed it was going to be easy returning to work after maternity leave. It was THE HARDEST THING I have EVER DONE. It is the BIGGEST THING to happen to me. It is like I am expected to return to work and PRETEND it didn't happen." * Pretend that I haven't changed - because I have! * Pretend that I don't have a new identity - I do! I am now a mammy and I am a working parent, which I have NEVER been before. * Pretend that it is easy - it is not, it is hard! * Pretend that taking a year out of the business hasn't impacted on my confidence, because it 100% has! Pretending is exhausting and so is not having support when you return to work. So if you have a team member who has returned to work following maternity leave, do the right thing for them and for the company and give them the support they need right now. "Winning at Work, Harmony at Home" workshop for maternity returners is taking place on the 23rd May. It is a 1-day virtual workshop and spaces are limited so get in touch today to avoid disappointment.

Navigating Challenging Times: A Call for Fair Practices Melorra Today, I am compelled to share a personal experience that has left me disheartened and in search of answers. After returning from maternity leave, I was laid off on the very day I rejoined my organization. Despite the challenging timing, I remained professional and adhered to the company's requests, including signing a resignation letter in exchange for a promised severance package. However, what followed has been months of silence, unfulfilled promises, and delayed payments for my maternity period, severance, and earned leave encashment. For over seven months, I've been waiting for the salary I rightfully earned, which is crucial for supporting my family and fulfilling essential responsibilities. As professionals, we often speak about inclusivity, supporting working mothers, and ensuring employee well-being. But when these values aren't reflected in actions, it raises questions about fairness in the workplace. I was loyal and dedicated, coming to work up until the last day of my pregnancy, and it’s disheartening to be left without support when I needed it most. To employers out there, I ask that we strive for better—let's honor our commitments and support employees in difficult times. For fellow professionals going through similar situations, I stand with you and hope that by sharing our stories, we can drive meaningful change. #WorkingMothers #FairWorkplaces #EmployeeRights #Professionalism #SupportWorkingMoms #EqualOpportunities Melorra Melorra Saroja Yeramilli Nirdosh Chouhan

Today, in our stand-up meeting, I witnessed a powerful moment of empathy and understanding. 🤝 A female colleague announced her upcoming maternity leave, to which a male colleague jokingly wished for six months off too. Our onsite manager, Richard Hardie Assoc. CIPD, FLPI, MITOL, replied both swiftly and insightfully: "It's not a leave, but hard work, and managing all those sleepless nights is a task in itself." 🤰 Maternity leave is far from a vacation—it's a period of significant physical, emotional, and mental effort. As a society and as professionals, acknowledging the challenges and sacrifices involved in maternity leave is crucial. 👪 Kudos to leaders who understand and champion this cause! What are your thoughts on how we can further support our colleagues during such critical times? #MaternityLeave #WorkplaceEmpathy #Leadership #Support #Respect