Background 

Balancing parenthood with a demanding career is especially challenging in STEM. AECOM noticed an increase in leavers amongst their employees post maternity so embarked on a series of changes: to improve retention, particularly for women, and foster a more inclusive work environment for all caregivers, from biological and adoptive parents to those in same-sex partnerships or managing special needs.

Approach 

AECOM reimagined its approach to inclusion, researching the diverse needs of multicultural families. Listening sessions with women’s networks, ERGs and male employees revealed what meaningful support should look like. A key collaboration with UK charity Working Families informed the development of a comprehensive roadmap that spanned eight months and prioritised inclusivity, with both global and local considerations. This effort was a collaboration between AECOM’s People & Culture team and Working Parents community, with sponsorship from senior leadership to align the work with the company’s broader ED&I strategy.

“AECOM has significantly improved retention rates, increased gender diversity in leadership roles and fostered an inclusive culture by supporting caregivers, resulting in stronger employee engagement and contributing to long-term business success”

Peer support was overhauled, creating a robust network of Working Parent Champions and Maternity Buddies across the UK, Europe and India, offering a safe space for employees to share caregiving challenges. The initiative also introduced procedural changes such as increasing maternity pay and streamlining flexible working options. This flexibility allowed caregivers to adjust working hours, opt for hybrid/remote work and access improved family facilities, such as breastfeeding spaces. AECOM further created 15 online toolkits focusing on intersectional support, including resources for parents of children with disabilities, LGBTQ+ parents and guides for new fathers.

Outcome

The initiative yielded significant results. There are now over 50 Maternity Buddies and 50 Working Parent Champions, including men, adoptive parents and same-sex couples, reflecting workforce diversity. The Parenting Network grew from 130 to 300+ members, normalising caregiving for all.

Employees engaged in this network report feeling 2% more included than their non-caregiving peers, with a higher intent to stay at AECOM. Women’s post-maternity leave rates have drastically improved, with retention increasing from a 29% dropout rate to just 5% and overall voluntary turnover of women dropping from 14% to 12%.

Strategically, this focus on intersectional support has driven an increase in women in leadership roles, rising from 13% to 16%, and gender-diverse hires in mid-level positions increasing by 7.8%. The success of this initiative underpins AECOM’s belief that long-term business performance is linked to diversity, equity and inclusion. By embedding support for caregivers at all levels, AECOM is shaping an inclusive culture that fosters both individual and organisational growth.