Working parents have a specific set of challenges in the workplace that affect their engagement and performance.Organisations don't want to lose those driven, intelligent and ambitious women previously identified as "talent", to the mommy track or other businesses such as self-employed, after investing so much time, effort and money into their succession planning. Women do want to work and have a career with purpose yet more than 70% go back to work only for the paycheck (according to EY research) so organisations must reconnect and reengage these women to thrive in their organisations to gain a positive ROI. Strategies to accelerate their learning curve in returning to work and creating inclusive cultures where managers have the capability and EQ to support flexible work practices are paramount.What this means for organisations is that leaders need upskilling in managing this new type of workforce and arrangement. Leaders need to be agile and empathetic without losing focus on the outcomes of the organisation. Achieving this balance and managing the returning parents requires care for what they do, who they are and why they are here.My clients have redefined themselves, increased their confidence, upskilled themselves to have those conversations that before made them uneasy, made bold career choices, strengthened relationships, re-engaged their teams and built constructive cultures that enable ALL types of workers to thrive.