Supporting Women and Mothers in the Workplace: Systems Level Consulting

Redesigning work systems so women, mothers, and families can stay, lead, and contribute fully.

Organizations across sectors are struggling to retain women and working mothers in the workplace—not because of a lack of commitment, but because systems were never designed to support caregiving realities. When caregiving realities collide with “ideal worker” expectations, the result is predictable:
attrition, instability, and the quiet loss of leadership capacity.

This work exists to change that.

Why Center Women and Mothers

Women and mothers are not a niche population.

They are a diagnostic lens.

When systems fail to support caregiving realities, the impacts ripple across: teams, families, organizations, and communities.

When systems are redesigned to support women and mothers:

  • retention improves

  • leadership pipelines stabilize

  • culture becomes more sustainable

  • organizations gain resilience instead of churn

This is not accommodation. It is strategic, ethical leadership.


How I Work With Organizations

Engagements are collaborative, context-specific, and grounded in both clinical insight and systems thinking.

They may include:

  • Consulting and advisory partnerships

  • Leadership workshops and facilitated conversations

  • Speaking engagements , Develop & Facilitate workshops, Keynote sessions

  • Project-based collaborations focused on policy, culture, or structural redesign

The work is practical, reflective, and oriented toward sustainable change not performative fixes.

Who This Is For

This work is well-suited for:

  • Healthcare systems and maternal health organizations

  • Nonprofit and mission-driven institutions

  • Leadership teams responsible for culture, policy, and retention

  • Organizations ready to move beyond surface-level solutions

If your organization is willing to look honestly at what’s not working and why this work can help.


What This Work Addresses

I partner with leaders and institutions to examine and redesign systems that shape everyday work, including:

  • Retention and advancement of women and mothers

  • Parental and family leave structures

  • Invisible labor and role overload

  • Culture norms that reward overextension

  • Capacity strain that leads to burnout, disengagement, and loss

Rather than treating these as individual challenges, we approach them as design questions because that’s where real change happens.This includes examining parental and family leave policies, workload expectations, and culture norms that directly impact retention and long-term sustainability.

What Becomes Possible

When systems change, women and mothers don’t have to disappear to survive.

Organizations gain:

  • stronger retention

  • clearer leadership pathways

  • healthier cultures

  • capacity that doesn’t depend on sacrifice

And the work itself becomes more humane, creative, and durable.

Let’s Talk if you’re ready to rethink how work is designed in your organization,
I’d welcome a conversation.

Start a Conversation

What my Past Clients have said…

  • "Elizabeth is a coach's coach: she brings so many skills to her work and thus can speak to all the facets of one's business. Not only is she skilled, though--Elizabeth also is wise and compassionate. I am so grateful for her particular brand of expertise and savvy."

  • "Elizabeth brings herself to the encounter and that helped me learn to bring myself, too. I carry that with me in my work. She's a great listener and very creative. She brought novel experiences to our group that helped us grow."

  • "Elizabeth is easy to talk to and always encouraging. She is extremely knowledgable about therapeutic practices and running a sustainable business. As a therapist and mother of two, her support and insight was invaluable!"

  • "Elizabeth validated that my business needs to work for me. As a newish mom of two, I needed to figure out how to make my business as a therapist fit into my life and she really helped me prioritize myself."