For employers
The best companies don't just hire great women. They keep them.
85% of professional mothers leave full-time work within three years. Most do not leave because of motherhood. They leave because their organisation was not built to hold them through it.
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- 85%leave full-time work within three years.
- 84%struggle when returning from maternity leave due to lack of support.
- 77%experience maternity or pregnancy discrimination.
- 80%of parents say the workforce hasn't evolved to meet caregiving needs.
- 43%less per week earned by mothers than fathers in the UK.
- $500kaverage lifetime earnings lost per mother over a 30-year career.
Hover any stat above to see its source.Source:
Recognition
You already know something is wrong.
The high-performer who came back from maternity leave and was never quite the same. The manager who did not know what to say, so said nothing. The woman who handed in her notice six months after returning. Quietly, with no fanfare.
You offered flexible working. You did everything the handbook said. And it still was not enough, because the handbook was written for a problem nobody had properly named.
The support gap
Well-being support treats symptoms, not transitions.
Standard workplace support is designed for crisis, not transformation. Matrescence is a developmental transition and it requires a different kind of response entirely. Short-term counselling does not rebuild a professional identity or prepare managers to lead returning mothers well.
The timing gap
Keeping in touch is not enough.
Keep In Touch days and coffee catch-ups do not address what is actually happening during leave: a neurological and identity-level restructuring that takes one to three years. The most impactful moment to intervene is during maternity leave. By the time a resignation letter lands, the decision has usually been made for months.
The cost
Neglect is more expensive than support.
Turnover cost
33 to 200%
The cost of replacing one senior employee, in recruitment, onboarding and lost institutional knowledge. A mother earning $60k who leaves represents up to $120,000 in direct cost, before her team's productivity loss during the transition.
Productivity and engagement
60%
The share of returning mothers who report that workplace culture is actively harming their well-being. Disengaged employees cost organisations an estimated 34% of their salary annually in lost productivity, compounding over the months before they eventually leave.
Legal and reputational risk
77%
The share of working mothers who experience maternity or pregnancy discrimination. Employment Tribunal awards run to tens of thousands before legal fees. Poor maternal support is also increasingly visible on Glassdoor and LinkedIn.
Why us
Built for matrescence. Not adapted from something else.
The only programme built specifically around matrescence science. Based on the fifty-year body of research on the developmental transition into motherhood.
Scope to your needs. Not to a package.
From a single keynote to a full embedded programme. Every engagement starts with a conversation, not a proposal.
Keynote and speaking
The Matrescence Revolution.
A 45-minute keynote that names what is happening to a generation of new mothers, and hands the room a language for it. For leadership audiences ready to hear the science, not just the story.
- 45-minute keynote plus 15-minute moderated Q&A
- In-person or virtual, rooms of 30 to 3,000
- Pre-event scoping call to tune the talk to your room
- Phoenix Report executive summary for attendees
- A tailored close written for your organisation
RISE Experience: Employers
The framework, delivered to your team.
The RISE Experience, brought into your organisation for a cohort of three to six employees. Twelve weeks of structured matrescence science in a group format, for mothers in the first three years of motherhood.
- Twelve-week group programme for employee cohorts
- Based on the RISE Experience matrescence framework
- Covers the four pillars: Self, Child, Connection, Ambition
- Mapped to the three phases: the Goo, the Emerge, the Soar
Webinar
The Phoenix Report.
A 60-minute live briefing in which Mags walks a leadership team through the Phoenix Report methodology, the four axes of maternal identity, and the six conclusions your policy team needs to reckon with.
- 60-minute webinar: 45 walkthrough, 15 Q&A
- Full slide deck, licensed for internal reuse
- The Phoenix Report executive summary
- Edited recording, hosted internally for twelve months
- One 30-minute follow-up clinic four weeks later
Executive Lunch and Learn
A half-day that ends in decisions.
Three hours in a closed room with your most senior twelve people. Not awareness. Action. You leave with three decisions committed to a name and a follow-up call six weeks later.
- Three-hour facilitated workshop, up to 12 seats
- In-person at your location
- The Matrescence Map applied to your policies
- A written decision brief within 48 hours
- A 60-minute follow-up call six weeks later
Maternity coaching: RISE Private
Twelve weeks. One woman. The full framework.
One-to-one maternity coaching for a returning mother. She gets Mags herself, for twelve weeks, on a schedule she sets. Weekly 60-minute sessions, weekly written check-ins, and unlimited voice-note support between sessions. The private version of the RISE Experience.
- Twelve 60-minute weekly sessions with Mags
- A 60-minute opening Matrescence Map session
- Weekly written check-ins with a written response
- Unlimited voice-note support between sessions
- The printed RISE workbook
- A 60-minute closing recalibration in week twelve
Ready to stop losing the women you spent years developing?
Book a 30-minute discovery call. No pitch, no pressure. A conversation about what is happening in your organisation and whether we are the right fit.
Book a discovery call