Accelerating action for gender equality: Why it matters for us

This International Women’s Day, we’re embracing the theme "Accelerate Action" - because progress towards gender equality is happening far too slowly. At the current rate, it is estimated that it will take over a century to achieve full pay parity¹. As a company, we know that diverse and inclusive workplaces drive better outcomes, foster innovation, and create stronger communities. But true equity won’t happen on its own - we need to take bold, deliberate steps to break down barriers and drive meaningful change. By accelerating action, we’re not just supporting women; we’re building a stronger, more sustainable future for everyone.

Why closing the gender gap drives growth and innovation

Gender parity, where the returns include increased productivity, adaptability to change and stronger innovation, gives businesses and the countries they operate in a competitive advantage in a challenging macroeconomic and business environment.

Globally, fewer women - particularly returning mothers - are reaching senior leadership positions. This limits their personal career growth and stifles broader economic and societal progress. In 2024, only 35% of leadership positions in FTSE 350 companies were filled by women². Research carried out in 2022 by Careers After Babies showed there are 32% fewer women in mid-management roles after having children³.

This gender imbalance contributes to inequality in leadership, perpetuates a 13.1% gender pay gap across the UK’s full-time and part-time employees⁴, and ultimately holds back the economy. If we don’t prioritise gender equity, we miss out on the opportunity for economic growth and fail to leverage the full potential of the diverse talent pool available.

How Clarasys is taking action to support returning mothers

At Clarasys, supporting returning mothers aligns with our values and also makes business sense. Our diverse workforce better equips us to understand our clients' customers and help them to deliver sustainable growth. In the UK, too many women leave the workforce after having children due to lack of flexibility and support. We’re breaking down these barriers to create an environment where women can thrive professionally and personally, ensuring we create career paths that allow balance while helping our female colleagues achieve their career goals.

Diversity of thought drives innovation, and losing returning mothers means losing valuable perspectives. We’re committed to fostering an inclusive culture where all voices are heard.

As a purpose-driven organisation, we act on inclusion. By prioritising returning mothers, we make the return to work smoother and empower women to excel in their careers.

We also recognise the impact of women in leadership. Returning mothers who rise through the ranks become role models, challenging outdated norms and shaping a more equitable workforce.

At Clarasys, we don’t just talk about gender equality, we take action. In 2024, we recognised that as a company, we could do even more to support our returning mothers after their maternity leave, so we proactively set up the Returning Mothers Working Group to help accelerate action. Our working group brings together a range of individuals across the business, such as returning mothers and fathers, individuals who would like children in the future, and individuals who are not prioritising children. This approach has enabled us to have discussions that weave in 'beautifully different perspectives' (one of our core values), to work on improving policies and support, turning discussions into tangible, impactful change.

Here are seven key ways we support mothers at Clarasys:

We support mothers and returning mothers with sessions from our in-house performance psychologist, helping them return with clarity, confidence, and focus, free from self-doubt or limiting beliefs.
We have invested in YellowNest, a UK-based workplace benefit programme that collaborates with parents, employers, and nurseries to make childcare more affordable. By implementing a simple salary exchange, parents can save up to 47% on childcare fees. This initiative not only reduces financial stress for families but also assists employers in attracting and retaining top talent, thereby promoting workplace diversity.
We offer a menu card of options for a phased return to client work, enabling it to be tailored to the returning mother’s needs. We ensure the first four weeks are thoughtfully designed to help parents settle in, get up to speed, and receive regular coaching. This approach aims to ease the transition and enhance the overall employee experience.
We’ve introduced a Returning Parents Buddy Scheme, providing a safe space for parents to connect, learn from others, and share experiences. This initiative is designed to improve the employee experience by offering support and guidance throughout the transition, helping parents feel more confident and supported at every stage.
We are empowering and upskilling our line managers and coaches with the skills to effectively support returning mothers, enabling them to find balance while pursuing their career goals. Our tailored coaching programme provides guidance at key transition points - before maternity leave, upon return, and a checkpoint at 90 days back.
Through this working group and the subsequent outputs, we are raising awareness of parental responsibilities in the Clarasys workforce. Increased understanding will allow colleagues to feel better supported through the normalisation of these conversations.
We’ve streamlined and enhanced our guidance, creating a single, accessible hub for all the information parents need before, during, and after maternity leave. We know that navigating this transition can be overwhelming, so our goal is to make the process as smooth and stress-free as possible.

We aim to ensure that returning fathers also have a similar support structure before, during, and after their paternity leave. We intend to continue our work beyond returning mothers and ensure Clarasys is a workplace that accelerates action for supporting all with parental responsibilities.

This is important because we understand that returning to work after maternity leave can be challenging. Our goal is to encourage women to return to work and provide the support they need to thrive in their careers. By offering a phased return, we ensure that returning mothers have the time and resources to adjust, helping them feel confident and empowered as they continue to grow professionally.

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