Benefits case study: Clifford Chance - Maternity plan delivers the

HOW IT WORKS

Employees returning from maternity leave at law firm Clifford Chance were not satisfied. An internal survey showed that, while they recognised the firm's generous maternity package, more could be done to support employees before, during and after pregnancy. So, along with maternity coaching consultancy Talking Talent, Clifford Chance devised a strategy to ensure female staff had a more seamless return to work. They now have access to maternity coaches from the HR team, who help them achieve a smooth hand over during the last weeks at work. When staff are on maternity leave, coaches are on call during work hours, with an EAP available at other times. Coaching is also provided when staff return to work.

WHO BENEFITS

Any female employee who becomes pregnant can take advantage of the benefit. So far, 40 have undergone the group coaching, and nine have partaken in individual sessions. These staff have benefited from a smoother transition between work and home, and have been able to discuss childcare options and any flexible working arrangements that might suit them once they return to work. While fathers at the firm do not have access to the coaching, they are offered parenthood seminars. Line managers also benefit, as they are trained in how to better manage those returning from maternity. It helps the business too, as clients receive a better service from a solicitor who feels supported.

WHAT IT DELIVERS

With as many as 70 employees going on maternity leave annually, this scheme has helped a significant proportion (2.4%) of the Clifford Chance workforce return to work feeling confident and well-supported. And, while clients certainly get a better service because of it, the scheme is not just about benefiting the bottom line. By making women with children feel more at ease about rejoining the working world and developing their career, Clifford Chance believes the scheme enables women to break through the glass ceiling, helping to create a more equal gender balance at partner-level in the company. There are other, more direct HR benefits - the scheme is also used as a retention and recruitment tool.

THE HR DIRECTOR'S VIEW

Alison Middleton, HR policy manager at Clifford Chance, realised there was a need for change within the organisation. "Previously, people were just left to get on with motherhood," she says. "Having been through the whole maternity process myself, I know I would have found it all very helpful." Statistics showed that some women returning from maternity leave took a long time to get back up to speed. "We have a rehabilitation program for people returning straight from long-term sickness absence, so we thought, why not one for people returning after maternity leave? We want them to be able to adapt quickly for the sake of themselves and of the business," she says. And the coaching seems to have struck a chord with those receiving it. "It's great, our employees say it has made them think differently and most found it really useful," she says. The accompanying intranet site, childcare vouchers and flexible working opportunities add up to an attractive package. "We use it as a retention tool as well as something to help attract women to the firm."

THE EMPLOYEE'S VIEW

Marie Berard is a senior associate at Clifford Chance. She went on maternity leave in July 2006, and gave birth to twins in September. "I have found the coaching really helpful, and I was impressed that the firm bothered to do it," she says. Berard found the group meetings particularly useful. "Everyone is at the same stage, so we could all chat about things together, such as salaries and time off. Before this we were getting conflicting messages from HR, but now everyone is getting the same information." One-to-one sessions over the telephone helped too. "I discussed who I should keep in touch with while I'm away from work, and how I should manage my expectations too. The sessions help send a message out: I'm coming back to work and my career is still really important to me." The maternity package as a whole impressed her, while the coaching particularly helped Berard feel more prepared and confident about returning to work. "It's a real incentive to stay with the firm," she says. Berard plans to return to work in the summer, when she can take advantage of the back-to-work sessions.