Driving sustainable retention for working parents
FAITH-8 builds workforce solutions that help employers retain, develop and empower working-parent talent at scale — turning a retention problem into long-term organisational advantage.
The gap
There is a gap between the workplace and home that we do not talk about enough — and it is not there because parents need another benefit.
There is still the planning. The organising. The remembering. The arranging. The unexpected things that somehow still need to be handled. For many working parents, that invisible layer is where a lot of the pressure sits.
Employers have spent years building infrastructure for business: systems for productivity, for communication, for talent. But what happens to the people sustaining all of it, when the working day ends?
Why this is difficult to solve
What we are exploring
Not another app. Not another webinar. Not another initiative that parents have to find time to attend. Something much more practical — something that meets people where real life actually happens.
Working parents navigate careers, children, relationships, responsibilities — and, often, a lack of meaningful connection. That is the first thing the infrastructure has to hold.
Progression and parenthood are treated as one life, not two competing ones. The needs of a parent with a toddler look nothing like those of a parent with a teenager.
Accessibility and inclusion are part of the foundation, not an afterthought — including for parents navigating disability and additional demands.
The infrastructure
The description is deliberately plain. Each part exists to produce one outcome for the employer, not to add a feature to a benefits portal.
Where we are
The company is deliberately in its research phase. Speaking with parents first, then with the employers who would have to support whatever gets built.
Over 100 working parents spoken with across countries, industries, careers and socioeconomic backgrounds.
The parenting experience is not homogeneous — which is why the problem has so many legs, layers and lived experiences.
Now speaking with HR and People leaders to understand what organisations actually need, what they value, and what they are prepared to support.
It is slower than simply launching a product. That is the point: the complexity is the opportunity.
If you are an employer working on retention, parental support or accessibility, this is the stage at which your input changes the outcome rather than the roadmap.
Who this is for
Working parents on one side, and the organisations that lose them on the other. The infrastructure has to work for both or it works for neither.
Planning, organising, remembering, arranging — alongside a career that does not account for any of it. The parenting experience is not one experience: a parent with a two-year-old, a single parent, a senior executive, someone early in their career, a parent living with disability — all different constraints.
We want to hear what actually helps, and what has been a waste of your time.
You have already invested in productivity, communication and talent systems. What you have not built is the infrastructure that supports the whole person through the years when parenting is most demanding — and that is where retention quietly leaks.
We are speaking with HR and People leaders now, before anything is built.
Whether you are a parent, an HR leader, or an organisation working on accessibility and inclusion — the conversation is open.
