Partnering with Parentaly: A “game-changer” for PwC Canada
PwC Canada chose to work with Parentaly to enhance the parental leave employee experience. Since launching the program, hundreds of employees have benefited from personalized support:
“The Parentaly program extends our wellbeing strategy and people value proposition which encompasses all our efforts to make sure our workplace is a place where people feel valued, supported and motivated to do their best work. “ Sonia Boisvert, Chief People Officer
Here’s how Parentaly supports PwC Canada’s employees through parental leave:
1. Career coaching for expecting employees
Parentaly provides one-on-one career coaching to help expecting employees navigate the entire leave process. From pre-leave planning to a smooth return, employees receive guidance tailored to their unique needs.
Sonia recalls hearing from a first-time mother who was concerned that taking parental leave would negatively affect her career:
“Her Parentaly coach supported her in finding the right language and gave her the courage to have the conversations she needed with her leaders. These conversations made her feel reassured, and she left feeling confident about her future.”
She also shared the impact the program had on a first-time father who participated in coaching:
“A director and first-time father said the Parentaly coaching program was a game-changer for him. The personalized coaching sessions helped him address his concerns about maintaining his performance at work, which let him really get excited about becoming a parent. The resources made the preparation process smooth and stress-free. Having a supportive mentor boosted his confidence in taking time away from work to focus on his family.”
2. Manager training to ensure a supportive culture
PwC Canada knew that managers play a crucial role in an employee’s parental leave experience. However, many managers lacked the tools and confidence to navigate these transitions effectively.
For example, Lisa Rosen, Total Rewards & Wellbeing Leader, pointed out that many managers are nervous to say the wrong thing, so they say as little as possible. And that silence unintentionally can make expecting parents feel unsupported.
With the help of our manager training, managers at PwC Canada receive clear guidance on their role in the leave experience, eliminating this uncertainty and ensuring their teams receive the right support before, during and after parental leave.
Lisa noted that the most common piece of feedback from managers who complete the training is that they wish the Parentaly coaching program had been available during their parental leave:
“Managers feel much better prepared to support their staff members and really appreciate the clear direction on when to have a conversation and what exactly to ask. It really demystifies their role in the process.”
The business case for parental leave support
PwC Canada didn’t just implement parental leave support because it was the right thing to do - they also saw measurable business benefits.
One of the strongest pieces of ROI from their internal surveys is a shift in the perception that taking a leave of absence is career limiting - a testament to the impact of PwC Canada’s investment in the parental leave experience.
By equipping both parents and managers with the right tools, PwC Canada has created an environment where employees feel confident taking leave and well positioned for their return.
“Parentaly has a structured methodology for how to organize and plan for parental leave, both for the person who's taking the leave and their managers. This really helps relieve anxiety and encourages conversation for our staff and leaders.” - Lisa Rosen, Director, Total Rewards
For HR leaders looking to make the case for caregiver support, PwC Canada offers a repeatable formula that delivers real results:
Step 1: Identify the problem you’re solving → Is your goal to improve retention, advance gender equity or strengthen your employer brand? Define how parental leave support aligns with your broader talent strategy.
Step 2: Collect and analyze data → Collect employee feedback and look at workforce trends and industry benchmarks - and make investments based on the findings. They have found keeping a pulse on trends from Europe and Australia have helped them stay ahead of the curve.
Step 3: Measure impact and refine the strategy → Use engagement surveys, employee interviews and career progression data to track whether parental leave support is improving retention and long-term career growth.
PwC Canada took a thoughtful, strategic approach to supporting working parents and their investment is paying off.
For organizations considering similar investments, PwC Canada’s experience offers a clear takeaway: supporting parents isn’t just good for employees - it’s good for business.
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