Organizations supporting our initiative:
65% of participants indicated that career planning influenced the timing of their pregnancy.
HaMaagal Survey, June 2024
Over 40% of participants did not feel ready to return to work after maternity leave.
HaMaagal Survey, June 2024
52% of participants reported that there were no coordinated expectations regarding their maternity leave and return to work.
HaMaagal Survey, June 2024
81% of participants shared that their workplace did not make any preparations for their return to work.
HaMaagal Survey, June 2024
What's
in it
for me?
Reduced Maternity Leave Churn
Women tend not to return to their workplace after their maternity leave. Better tools will reduce employee churn and will help employers retain their talents.
Diversity
Diverse teams bring new perspectives, foster innovation, and improve decision-making. By providing tools that help women balance work and motherhood, organizations will attract more women.
Increased Employee Satisfaction
Balancing careers and parenting is something that is important in the long run. Tools that take employee needs into account will ensure better satisfaction at the workplace.
Better Reputation
Organizations that truly see their employees, and hold themselves accountable at all levels, create a better reputation within and outside of the organization.
Our Story
HaMaagal began with a small group of driven tech moms on maternity leave - sitting in the park, sharing unfiltered moments and discussing the challenges of motherhood and careers. Coffee in one hand, baby in the other, and laptops open - ready to turn words into actions.
Convinced that women deserve better and fuelled by our love for problem solving, we combined our experience working at companies of varying scales, and knowledge from different disciplines to create something that could make a wide, sustainable impact.
Today, we are partnering with leading companies to navigate this journey together, empowering women as professionals and as mothers.
Meet the team
Yael Yablonski
Senior Product Manager
Orca Security
Topaz Eitan
Senior Product Manager
Namogoo
Dalit Nevo
Lead Decision Scientist
PayPal
Sabina Gendler
Co-Founder & CEO
Friendly
Nitzan Scheftelowitz
Talent Team Lead
AppsFlyer
It's not a sprint, it's a marathon
We use tools that actually work to drive a real change in our industry.
Data Driven
Backing every tool with data that we've collected so you can make the right decisions for your organization.
Metrics Oriented
Setting the right metrics to ensure that you meet your organizational needs.
Scale
We’ve reached a critical mass of organizations and ambassadors to lead the change across the entire industy.
Empower your business with actionable strategies
Discover our practical toolkit designed to focus on what matters most to women.
This comprehensive resource addresses key priorities such as maternity leave, career-parenting
balance, and more.
- ScopeRecommendationCommunicationInitiate an open discussion with the employee who is about to go on leave and set expectations on their role upon return from leave. The employee will speak to parts of the role they wish remain unchanged. The workplace will clarify that it will do its best to accommodate the employee's needs in accordance with the local law and organizational needs.TrainingExpand managers' trainings to include the following topics: - Equal opportunity employment - Supporting women around pregnancy, fertility treatments, navigating maternity and parental leave, and return to work (including both operational and emotional aspects) - Understanding mental load - Appropriate and inappropriate communication with pregnant women and employees on maternity/parental leave
- ScopeRecommendationCommunicationPrior to maternity/parental leave, conduct a meeting with the organization's financial department. During this meeting, the employee will be informed about what will happen during their absence, how to receive payment for maternity/parental leave, and the methods of payment and reconciliation upon return from leave. Topics will include pension provisions (Bituach Leumi, income tax during maternity/parental/unpaid leave), maternity leave payments, vacation days, etc. Additional financial matters such as salary increases, bonuses, stocks/grants will be discussed as needed.CommunicationSet up a conversation 2-4 months before the leave begins to set expectations: - Address any concerns they might have and help them find answers. - Reassure them of their significance to the organization, and that their role will be reserved for them. Any organizational changes will be communicated to them as soon as possible.
- ScopeRecommendationCommunicationInvite your employee on maternity/parental leave to social activities or team-building events, if they have expressed interest and it aligns with the coordinated expectations. - Ensure the activity is baby-friendly. - Inform the employee well in advance to allow enough time to make child care arrangements.PolicyInclude employees on leave in periodical evaluation / promotion cycles. Inform the employee if they are not included in any HR cycle.
- ScopeRecommendationCommunicationDesign an reboarding plan for your employee returning from maternity/parental leave. Consider these following elements: A. Getting up to speed on any product developments, changes in work processes, business developments and organizational structure updates. B. Gradual work assignment and prioritization C. Setting new goals compatible with a new reality (best done once month or so has passed from the return date, and not immediately upon return) D. While still on leave, ask your employee about any assignments in which they might take interest, so that if circumstances allow, they will be able to get acquainted with any new field the assignment requires.OperationsMake necessary arrangements to prepare operationally for the return of your employee on maternity/parental leave. Activate 10Bis / Cibus card, employee badge, ensure parking information is correct, organize desk / office, etc.
- ScopeRecommendationTrainingWork to ensure terms of employment regarding pregnancy, maternity/parental leave, and parenting, are fully and transparent and accessible to all employees and prospected employees (legal rights and company benefits). This information should be accessible and available at all times.PolicyPut in place practices and policies that ensure employees are evaluated based on productiveness rather than hours completed.
Lior Canfi
The event tackled the crucial issue of maternity leave with depth and empathy. We covered many relevant topics, and together, we explored ways to improve experiences for both employees and employers.
Lilach Bar Noy Yalin
The mini-hackathon inspired me to create an action plan and engage with leadership. I left with clarity and a strong drive to make an impact.
Pablo Cal
After the roundtable, I invited a manager on maternity leave to next year's planning meeting. Initially hesitant, I realized it was important to let her choose for herself, and she was glad to participate.
Noa Kalechstain
The roundtables offered great solutions that can significantly improve employee leave for both sides, solutions I would definitely embrace as a manager.
Hagar Gilbert Richter
While on maternity leave, I shared key insights from the roundtables with my team to prevent issues right that day. The discussions inspired me to drive positive changes when I return.
Maayan Eilat
The mini-hackathon provided a great platform to discuss maternity leave, share experiences, and collaboratively find solutions just before my leave. It was invaluable for connecting with others in similar situations.