ABSTRACT
Success for a parental mentoring programme should therefore be set in the context of its original aims; for example, to offer mentoring as a strategic support to improve the experience of employees returning to work post maternity or parental leave. Knowing whether programme has been successful is bound in multiple perspectives; at a personal level with the experiences of mentees who, it is hoped, have found mentoring helpful in making their transition to working parenthood, for the mentors in service of their preparation and learning and what they have noticed in their mentee, and for the line manager and broader business in seeing talented people return more engaged and staying to continue their career. Key to any statistical analysis is having a baseline against which to make comparisons, in an effort to identify where parental mentoring may have contributed and helped to make a difference.
