<![CDATA[Reboard Well]]>The return from parental leave is one of the most consequential moments in an employee's career — and one of the most overlooked in organizational design. When it goes wrong, it quietly drives attrition, disengagement, and the loss of exactly the talent companies worked hardest to develop. When it goes right, it becomes a moment that builds loyalty, strengthens teams, and turns a life transition into a performance lever.

Reboard Well is a podcast for the people building that difference — HR leaders, inclusion and diversity professionals, and the organizations that understand that the parental leave transition is a systemic opportunity to be designed.

Each episode, host Karla Calinawan — CEO of Foundree — sits down with practitioners who are doing this work at scale. The conversations are grounded in real programs and real organizations — exploring what was built, why it was built that way, what worked, and what didn't.

If you're responsible for how people experience work — and for making sure that experience doesn't fall apart the moment someone returns from leave — this show is for you.

Reboard Well is produced by Foundree. Learn more at foundree.co.

]]>www.foundree.coRiverside.fm (https://riverside.com)Mon, 15 Jun 2026 09:52:48 GMTWed, 10 Jun 2026 09:39:40 GMT60Karla Calinawan<p>The return from parental leave is one of the most consequential moments in an employee's career — and one of the most overlooked in organizational design. When it goes wrong, it quietly drives attrition, disengagement, and the loss of exactly the talent companies worked hardest to develop. When it goes right, it becomes a moment that builds loyalty, strengthens teams, and turns a life transition into a performance lever.</p><p></p><p><i>Reboard Well</i> is a podcast for the people building that difference — HR leaders, inclusion and diversity professionals, and the organizations that understand that the parental leave transition is a systemic opportunity to be designed.</p><p></p><p>Each episode, host Karla Calinawan — CEO of Foundree — sits down with practitioners who are doing this work at scale. The conversations are grounded in real programs and real organizations — exploring what was built, why it was built that way, what worked, and what didn't. </p><p></p><p>If you're responsible for how people experience work — and for making sure that experience doesn't fall apart the moment someone returns from leave — this show is for you.</p><p></p><p><i>Reboard Well</i> is produced by Foundree. Learn more at <a rel="noopener noreferrer nofollow" href="http://foundree.co" target="_blank">foundree.co</a>.</p>episodicKarla Calinawankarla@foundree.cono<![CDATA[Reboard Well Ep 01 - The Ramp Up]]>In the debut episode of Reboard Well, we sit down with Rachel, Inclusion & Diversity Lead for the Netherlands and Nordics at Accenture Netherlands, to explore how the firm built a structured, proactive parental reboarding program from the ground up.

As a working mom of two, Rachel brings both professional expertise and personal experience to the conversation — making this a candid, practical, and genuinely inspiring first episode.

What We Cover

  • What Accenture the Netherlands' parental reboarding program is, why it was built, and who it's designed for
  • The 60-day phased ramp-up structure and how it removes performance pressure for returning mothers
  • The three stages of the program: Pre-Leave, Pre-Return, and Welcome Back
  • The coalition of stakeholders needed to get a program like this approved — from HR and leadership to the works council
  • Why automation is the secret weapon behind a program that actually gets used
  • The critical role of People Leads across six priority areas: communication, pre-leave planning, during-leave support, return preparation, continuous support, and flexibility
  • The tools available to returning parents including the Working Parents Network and RethinkCare coaching platform
  • Why ongoing communication — not a one-time launch — is what makes or breaks a program like this
  • Rachel's advice for any company wanting to build something similar

Key Takeaways

  1. Remove the KPI pressure first. Days 1–30 back at work come with a 0% chargeability target, giving returning mothers space to settle in without performance pressure.
  2. Ramp up gradually. Days 31–60 reintroduce client work at a reduced 60% chargeability target — giving parents time to find their footing before returning to full capacity.
  3. Proactive beats reactive. The program is built into automated communications from the moment a maternity leave request is submitted — so no returning parent has to ask for help.
  4. People Leads are central. The program only works if the people closest to returning employees are trained, informed, and actively engaged throughout the journey.
  5. Sustain it. Ongoing communication, proper reporting, and awareness touchpoints are what keep a program like this alive and used.
  6. Build the business case. Data, stakeholder buy-in, and a practical solution are the foundation. Rachel's view: if you have those three things, the pushback is minimal.

Resources Mentioned

  • RethinkCare — A digital platform offering holistic parenting and behavioral health support through evidence-based tools (rethinkcare.com)
  • Working Parents Network — A community for parents at Accenture Netherlands to share resources, experiences, and support one another

About Our Guest

Rachel is the Inclusion & Diversity Lead for the Netherlands and Nordics at Accenture Netherlands, where she builds cultures of belonging across the region. She was instrumental in launching Accenture Netherlands' parental reboarding program in 2024 and is a working mom of two.

Enjoyed this episode? Share it with an HR leader who needs to hear it. And if your organization is building something similar — or wants to — we'd love to hear from you.

🎙️ Reboard Well is a podcast by Foundree, exploring the systemic and structural solutions that help working parents return to work.

🔗 Learn more about Accenture the Netherlands: www.accenture.com/nl-en

]]>0bb9bbf7-ef87-4a9e-abd1-1c039b1594a6Wed, 10 Jun 2026 09:44:05 GMT<p>In the debut episode of Reboard Well, we sit down with Rachel, Inclusion &amp; Diversity Lead for the Netherlands and Nordics at Accenture Netherlands, to explore how the firm built a structured, proactive parental reboarding program from the ground up.</p><p></p><p>As a working mom of two, Rachel brings both professional expertise and personal experience to the conversation — making this a candid, practical, and genuinely inspiring first episode.</p><p></p><p><b>What We Cover</b></p><ul><li>What Accenture the Netherlands' parental reboarding program is, why it was built, and who it's designed for</li><li>The 60-day phased ramp-up structure and how it removes performance pressure for returning mothers</li><li>The three stages of the program: Pre-Leave, Pre-Return, and Welcome Back</li><li>The coalition of stakeholders needed to get a program like this approved — from HR and leadership to the works council</li><li>Why automation is the secret weapon behind a program that actually gets used</li><li>The critical role of People Leads across six priority areas: communication, pre-leave planning, during-leave support, return preparation, continuous support, and flexibility</li><li>The tools available to returning parents including the Working Parents Network and RethinkCare coaching platform</li><li>Why ongoing communication — not a one-time launch — is what makes or breaks a program like this</li><li>Rachel's advice for any company wanting to build something similar<p></p></li></ul><p><b>Key Takeaways</b></p><ol><li>Remove the KPI pressure first. Days 1–30 back at work come with a 0% chargeability target, giving returning mothers space to settle in without performance pressure.</li><li>Ramp up gradually. Days 31–60 reintroduce client work at a reduced 60% chargeability target — giving parents time to find their footing before returning to full capacity.</li><li>Proactive beats reactive. The program is built into automated communications from the moment a maternity leave request is submitted — so no returning parent has to ask for help.</li><li>People Leads are central. The program only works if the people closest to returning employees are trained, informed, and actively engaged throughout the journey.</li><li>Sustain it. Ongoing communication, proper reporting, and awareness touchpoints are what keep a program like this alive and used.</li><li>Build the business case. Data, stakeholder buy-in, and a practical solution are the foundation. Rachel's view: if you have those three things, the pushback is minimal.<p></p></li></ol><p><b>Resources Mentioned</b></p><ul><li>RethinkCare — A digital platform offering holistic parenting and behavioral health support through evidence-based tools (<a rel="noopener noreferrer nofollow" href="http://rethinkcare.com" target="_blank">rethinkcare.com</a>)</li><li>Working Parents Network — A community for parents at Accenture Netherlands to share resources, experiences, and support one another</li></ul><p></p><p><b>About Our Guest</b></p><p>Rachel is the Inclusion &amp; Diversity Lead for the Netherlands and Nordics at Accenture Netherlands, where she builds cultures of belonging across the region. She was instrumental in launching Accenture Netherlands' parental reboarding program in 2024 and is a working mom of two.</p><p></p><p>Enjoyed this episode? Share it with an HR leader who needs to hear it. And if your organization is building something similar — or wants to — we'd love to hear from you.</p><p></p><p>🎙️ Reboard Well is a podcast by Foundree, exploring the systemic and structural solutions that help working parents return to work.</p><p></p><p>🔗 Learn more about Accenture the Netherlands: <a rel="noopener noreferrer nofollow" href="http://www.accenture.com/nl-en" target="_blank">www.accenture.com/nl-en</a></p>no00:21:471Reboard Well Ep 01 - The Ramp Upfull