On 21st March, I attended the virtual conference Missing Mothers: Retaining & Supporting Valued Colleagues in the Workforce. It was a truly eye-opening session, not just because of the data but because of the deeply personal stories shared. Time and again, I heard stories from educators who felt unseen and undervalued.

But, while the challenges are real, I left the conference feeling hopeful and inspired.

The Conference

The event brought together school and trust leaders, policy experts, and researchers to discuss the barriers faced by teachers who become parents and, crucially, what can be done to better support them. Across keynotes and breakout sessions, we explored issues such as flexible working, maternity and paternity policies, the gender pay gap, and how to create a culture where parents are valued and supported in their careers.

A Workforce at Risk

The statistics were staggering. While the government has a target of recruiting 6,500 new teachers, nearly 20,000 teachers are on maternity or paternity leave at any given time. 

Furthermore, more than half of those who leave the classroom to care for their families don’t return. 

This loss of talent is about more than just numbers. It’s about the quality of education. 

Experienced teachers play a crucial role in maintaining behaviour standards and supporting new teachers. Their expertise ensures higher retention rates among newer staff, creating a more stable and effective learning environment for pupils.

When the experienced teachers leave, the impact ripples through the entire system.

Why Are Parents Leaving? The Human Stories Behind the Data

Through the keynote speakers and breakout sessions, a clear picture emerged – not just of structural issues but of deeply personal struggles.

One story that really struck a chord with me was about a teacher who, while on maternity leave, was overlooked when it came to getting a pay raise. Others shared how, during maternity or paternity leave, they were excluded from school events and other opportunities to stay engaged with colleagues.

The feeling in the (virtual) room was that parents don’t want to leave, but the systems in place aren’t set up in a way that enables them to stay. The sessions highlighted several barriers preventing mothers from returning to teaching:

• Lack of flexible working options – Schools often struggle to offer meaningful part-time roles or ad-hoc flexibility, making it hard for parents to balance their careers and family responsibilities.
• The gender pay gap – Women, particularly those with children, face stagnated career progression and lower wages compared to their male counterparts.
• Workload intensity – While pay is often cited as a retention issue, it’s not just about salary. The relentless pace and emotional toll of teaching make it especially difficult for parents.
• Confidence gap – Many returning teachers feel undervalued and out of step with the profession, making re-entering the workforce daunting.

At Edurio, we are in the process of analysing our large, national datasets through the lens of parenthood, to uncover the national picture and seek to quantify these feelings.

Benefits of Strong Policies

A recurring theme throughout the conference was the power of clear and specific policies. From structured return-to-work programmes to family-friendly policies that encourage both parents to take leave, proactive measures can make a tangible difference.

Moreover, the financial modelling presented by The MTPT Project showed that retaining teachers through better family policies isn’t just the right thing to do – it can also be the cost-effective thing to do.

This is because teachers who return after maternity leave can turn into the most reliable long-term employees, provided they receive the right support in their first few years back.

Understanding what’s going on on the ground can give school and trust leaders the necessary insights to decide which policies are worth investing in.

Another particularly striking insight came from the session on the gender pay gap: While 76% of teachers in England are women, men still overwhelmingly dominate leadership positions. 

If schools and trusts truly want to close the gender pay gap and create a fairer workplace, they need to build an environment where women – especially mothers – can progress without sacrificing their work-life balance.

A Shift in Culture: Positive Changes Are Happening

Despite these challenges, there are reasons to feel hopeful. More and more, the newer generations of educators are demanding better working conditions, stronger family policies, and a workplace that truly supports work-life balance. 

This shift in expectations is putting pressure on the sector to improve, and we are already seeing progress.

Some schools and trusts are genuinely prioritising staff wellbeing, going beyond the bare minimum to offer real flexibility and long-term career support for parents. The session delivered by Jonny Uttley and Emma Collins from The Education Alliance highlighted clear, practical examples of what schools and trusts can do.

These included leaders making time to visit schools and having genuine conversations with their staff to understand their needs. Additionally, implementing policies for situations that may seem rare – such as policies around extended neonatal care or kinship care – can provide essential reassurance for staff. Knowing that they will be supported no matter their circumstances reduces stress and encourages retention.

These examples show that positive change is not just possible – it’s already happening.

What’s Next

The conference reinforced a key message: We cannot keep waiting for policy changes at the national level. Schools and trusts must take the lead in implementing flexible working models, supporting returning staff, and challenging outdated assumptions about career progression for mothers.

Gathering feedback from your staff or attending events like the Missing Mothers conference can be the first step towards real improvement.

The momentum for change is growing, and by working together, we can ensure that no teacher has to choose between their family and their career.

For more insights, you can explore the full Missing Mothers report here.