Industrial is stepping up when it comes to parental leave, with real progress shaping more supportive workplaces for women.
But navigating this time can still feel overwhelming – especially with the myriad of policies out there.
Industrial leaders Stephanie Petrevski and Kate Smith share their tips for ensuring parental leave works for you and your career.
Navigating motherhood on the industrial frontline
When Stephanie Petrevski found out she was pregnant for the first time, her emotions were mixed.
‘I was nervous about what to expect,’ Stephanie, who is the National Asset Manager at Charter Hall, recalls. ‘There was no shortage of support, but I still worried about how my career would be impacted.’
At the time, Stephanie’s team was experiencing rapid growth, with more women joining the company. But balancing parenting with a rapidly evolving industrial career was still a relatively new concept, and Stephanie was one of the first in her department to go on maternity leave.
Her experience is a common one in a traditionally male-dominated sector that’s improved on parental leave – but still has progress to make.
What’s the state of parental leave in industrial?
Parental leave policies across the industrial sector have made strides in recent years. For example, benefits like 16 to 22 weeks of paid leave (depending on your employer), ongoing super contributions and childcare allowances are becoming mainstream.
At WIN, we’re proud to see that many of our partner organisations are leading the way:
- Charter Hall offers ongoing superannuation contributions for unpaid leave, as well as shorter workweeks and remote options for returning parents.
- ESR Australia provides up to 22 weeks of paid parental leave for primary carers, flexible work arrangements and a Kids at Work initiative to foster inclusivity and balance.
- Goodman focuses on flexibility, offering remote work setups and partnering with Circle In to support parents with tools for navigating family life.
- GPT offers 22 weeks of paid leave, childcare contributions and parental leave coaching, with super contributions continuing even during unpaid leave.
- TMX offers paid parental leave, along with flexible working arrangements such as shorter work weeks and adjustable hours.
While these firms are driving progress, there can be variances across the board.
As Kate Smith, Asset Manager at ESR, explains: ‘It’s wonderful to see businesses across the industry better support parents. But you need to understand the level of support you’re entitled to when planning a family.’
With this in mind, here are 6 proactive steps you can take to ensure a smooth transition to and during motherhood.
1. Research available benefits and support as early as you can
Starting or growing your family is an exciting chapter – and being informed about your parental leave options can help you make the most of it.
Begin by understanding your company’s policies. Look at what’s offered in terms of paid leave, super contributions, and flexible work arrangements. You might also find extra benefits through your workplace agreement or award – so it’s worth digging a little deeper.
‘Employers are becoming more open to flexible work arrangements for primary carers of all genders,’ Kate shares. ‘So, it’s important to know your workplace policies and ask questions to create a solution that is best for your family.’
And if you’re still in the early stages of family planning, it’s a great time to consider whether your current workplace supports your long-term goals. Some companies offer standout parental policies – just remember that certain benefits may come with minimum service periods. So, plan ahead, to make the most of what’s available.
With the right knowledge and a bit of planning, you can feel confident about stepping into this new season of life.
2. Ask other women in your organisation for advice
The best advice often comes from those who have lived experience. So, don’t be scared to lean on the women around you.
Seek out colleagues who have taken parental leave and ask them about their experiences. Ask them what worked, what didn’t and what they wish they’d known.
‘It’s important to have good people around you, uplifting you,’ Stephanie says. ‘So speak to the women around you who have been on the parenting journey.’
Beyond work, joining women’s networks or employee resource groups will help you build additional connections. You can ask for tips on juggling career and parenting, managing leave and making the return-to-work transition smoother. Their insights can give you an edge when talking to HR or management.
And remember: knowledge is gold. So, use it.
3. Open the dialogue with HR and your manager
Driving the conversation with your manager is essential. Don’t wait for your employer to set the tone – schedule a meeting with your boss or HR.
‘Reach out to your manager and be honest and clear on your wants and needs,’ Kate says. ‘This knowledge will help you hold a positive and open conversation.’
Share your career aspirations to show you’re in it for the long haul and discuss how the business can support your goals. Don’t rule out tailored options like job-sharing, phased returns or remote work arrangements. The more specific you are, the better.
And don’t leave it all to memory – make sure you document your discussions in case you need to refer to them later.
4. Advocate for change if your company’s policies aren’t up to scratch
Change doesn’t happen if we stay quiet. If you want better parental policies, it’s up to you to keep the conversation alive.
Start by researching best practices from top organisations and identify where your company falls short. Spot the gaps, then build your case with data and industry examples.
But don’t feel you must do it alone. Collaborate with colleagues or employee networks to amplify your message. Because there’s power in numbers.
Our tip? Frame your suggestions as opportunities that benefit both employees and the business. Win-win scenarios are far more likely to gain traction.
5. Keep in touch while you’re away
When you’ve recently welcomed a newborn, staying connected with work can be tough. But keeping ties strong can make your return smoother and less daunting.
You could do this by:
- Opting into company updates and newsletters
- Scheduling informal check-ins with your manager to keep communication open about your return to work
- Attending professional development or industry events to keep your skills sharp
Lastly, don’t forget your colleagues! Maintaining those relationships will make your transition back a natural step.
6. Join WIN
Groups like WIN are invaluable for connecting with others who understand the challenges of balancing work and parenting.
‘I received huge support through the WIN network when preparing for my maternity leave,’ Stephanie shares. ‘The women within the network, many of whom had their children when policies were almost non-existent, gave me so much advice and comfort.’
Now expecting her second child, Stephanie feels grounded and excited about growing her family.
‘I know what to expect when I return – that my career won’t be limited and the support offered is genuinely there and available,’ she says.
So, if you’re feeling a little isolated during this incredibly special time, our community can offer you the strength and insight you need to keep moving forward.
Our last piece of advice? Be strong – but also kind to yourself. Because balancing work and motherhood is often mental as much as logistical.
As Kate puts it: ‘Remember you’re not the first or last woman in industrial to navigate this. It’s hard work, but we really can have it all.’
Want to hear more inspiring stories about the incredible women in industrial? Connect with WIN on LinkedIn.
