by Siobhan James, CEO of Method Management
The Reality of Returning to Work
Talent management is fast-paced and constantly evolving. When I first found out I was pregnant, my biggest worry wasn’t about the sleepless nights or the logistics – it was, “How will I fit this around my career?”
The truth is, anyone in this industry knows that talent management is never a 9–5, bums-on-seats kind of role. It’s fluid, reactive, and deeply personal. With the right support network, returning to work shouldn’t feel like something to dread, it should feel like coming back to a space that values who you are and what you bring.
But too often, it doesn’t.
The Unspoken Questions
I know mums who have returned to work and immediately felt unwelcome.
Subtle questions lingered in the air: “Is she still as driven?” “Will she be available?” “Has her focus shifted from talent to home?”
The truth is, children get sick. Nursery calls happen in the middle of meetings. And not everyone has a village of support around them. Of course, that can raise concerns for employers about availability and priorities, but those moments don’t define commitment. They’re just part of real life.
And to be completely honest, I never actually had maternity leave myself.
I worked the day after I gave birth and from a hospital ward for the next ten days.
This isn’t a request for a pat on the back; it’s simply to show what the reality looked like. There was no team to hand over to, no village to share the load. I did it because I loved what I’d built and didn’t want to lose it. But no one should have to do that to stay in the game.
When Flexibility Isn’t Enough
As an agency owner and a mum of two, I can say confidently it is possible to do both. But it requires more open conversations about how that balance looks in practice, and how agencies can make it work for both sides. It will be different for everyone.
We talk a lot about flexibility and inclusion, but we often forget that flexibility isn’t just about hours – it’s about trust. Trusting that someone can deliver exceptional work while also being present for their family. Trusting that productivity doesn’t only happen between 9 and 5. Trusting that “different” doesn’t mean “less committed.”
Rethinking “Always On”
Talent management has always been an “always-on” culture – so let’s actually take advantage of that. Emails can be sent at 8pm. The role isn’t defined by office walls or rigid schedules. If anything, that flexibility is one of our greatest strengths.
In fact, some of my most creative, productive hours come first thing in the morning or late at night when the house is quiet. That’s when I think clearly, write better, and feel most connected to the work. The role fits around me, not the other way around.
And that’s what we should be striving for: models that work around the individual, not systems that expect the individual to fit the model.
The Power of Perspective
Here’s what people often miss – the same skills that make a great mum are often the same ones that make a great manager.
Our world runs on creativity, empathy, and relationships – the very skills motherhood tends to amplify. The ability to multitask, to anticipate needs, to navigate emotion, to stay calm in chaos, these are strengths, not obstacles. And without being condescending (or overusing the word “momager”), those qualities show up in how we support talent every single day.
Building Better Support Systems
So how do we make this easier for mums coming back?
It starts with re-onboarding, not re-entry – making sure returning employees feel up to speed, empowered, and included. It’s flexibility with respect, and empathy without assumptions.
Because returning to work after maternity leave shouldn’t feel like starting from scratch. It should feel like returning to your team, a team that’s ready to meet you where you are now.
From Perk to Partnership
If agencies want to retain the brilliant women who make this industry thrive, we need to rethink what support actually looks like. Not as a perk, but as a partnership.
We tell our talent to build sustainable careers. It’s time we did the same for the people who manage them.
Because when we get this right, when we build workplaces where mums can truly thrive we don’t just make room for more balance.
We make room for better leadership, deeper empathy, and a stronger industry overall.
