The statistics in Australia for women at executive levels of work and the overall economic security of Australian women have a disturbing correlation. Many women don't make it to board or senior executive level because they choose motherhood over advancing their careers. This choice reduces their own financial independence and economic security, with them existing on lower incomes and lower superannuation. Sadly, it is contributing to the creation of a growing gender gap in society. This week we look at what organisations can do to retain their working mums, because having these women back in the workforce is good for business and the economy Next time, we'll tackle what women can do.

Earlier this year, the Australian Government's paid parental leave scheme finally came into effect, helping women financially take time out to have a baby.

Some Australian organisations have long been ahead of the game, offering paid maternity leave and other flexible workplace incentives. These organisations are the female-friendly ones, and interestingly, if you looked at their statistics you'll mostly find a high percentage of gender equity in the workplace and also solid senior women executive numbers. The entire culture of the organisation would be one which represents a strong mindset of employee values, employee equity, diversity and inclusivity and amazingly, innovation, high productivity and generally strong financial results. Some of our big four banks are case in point.

However, the majority of the private sector in Australia does not have sufficient strategies around women taking parental leave and how that affects business. They are only just becoming aware of the business case of gender diversity and the longer term impacts to their bottom line or brand equity. The female economy globally is worth trillions and is growing; a greater market than China and India combined. It is unwise to ignore the female dollar. This means having female employees at all levels of the organisation to reflect their customer base and to ensure the products and services they develop and market are in tune with the female end-market. Many businesses don't get this.

The root of the problem is male-run psyche of Australian business which rewards 24 x 7 availability. Until we see more women at the boardroom table and in senior executive teams, we will not see sufficient women rise through the ranks or come back to work with a babe in arms, or strong female talent pools. We won't see changing cultures in the workplace around more flexible workplaces, strong parental leave strategies and strong employee brands aligned with female employee values

Organisations have much to gain from strong parental leave planning for their female employees and encouraging them to return to work.

When I had my twins I had no choice. As a single mother I had to go back to work. In hindsight, I did a lot of things right for my family, through determination and luck. I had an employer that allowed me to work flexibly, telecommute and be a role model to other women in the organisation, as I was the most senior woman there. However I also had a plan and I went to my employer with a business case around why I needed them and they needed me.

Today, I see a tidal wave of pregnant women who really have no clue as to the path they could lead, with the only guidance they have being their workplace's parental leave policy. They have no idea how to truly plan for their parental leave, in terms of the career choices they can make there and then, while they are on parental leave and how to manage it when they come back.

They have no educational support from their organisation in helping them make the right decisions for their economic future. They have no real encouragement to say ‘we want you back'. They don't understand that they can have motherhood and a career.

If employees had practical education around the process of taking parental leave - i.e. how to set goals, develop a financial plan and communicate with work - and they also felt valued by their employer, even though they were leaving for some time, their inclination to return to work would be so much greater. Let's face it: the whole process could be an employer-employee win-win. The good news is there are programs out there to help organisations assist women through this process. We have a baby planner parental leave kit. For my top tips on establishing a parental program hop over to women's village.com

I'm Maureen Frank, CEO of emberin (emberin.com), one of Australia's leading gender diversity organisations, and Women's Village.Com