Many managers don’t “get” pregnancy. They are afraid to engage with pregnant employees because they are unsure what “employment law” minefield they are stepping into.

Not everything is rocket science. More often than not, it is the small things that matter most.

A good relationship between a pregnant employee and her line manager is essential to the successful reintegration of the employee following maternity leave. Training line managers to adopt appropriate management techniques so they can have the right conversations, understand the potential barriers to retention and the appropriate ways of dealing with the circumstances can improve the experience of pregnant employees and new mothers. And encourage them to return to work following maternity leave.

Good practice towards all parents increase the likelihood of achieving a gender-diverse workforce.

The advent of shared parental leave will be more and more about being a parent and less about just being a mum; this will also require a review of flexible working practices.

For more information on flexible working and gender balance, check out my previous blogs.