In this article, we discuss our experiences and perspectives in forming a workplace Parents Group. We reflect on the need for these networks, what has worked well, and the challenges we've experienced. We also provide some practical advice for those with parenting-related career disruptions for addressing this topic in grant applications.

This review considers the persistent gender inequality in healthcare and STEMM, highlighting the specific challenges women face in reaching leadership roles. Key gendered barriers include unequal access to healthcare and STEMM leadership positions, biased evaluation practices, an implied obligation of service, a higher load of laboratory and service work, a greater expectation for pastoral care, heavier teaching commitments, and a disproportionate share of family care and household responsibilities for women compared to male colleagues. Cultural and societal norms further amplify these challenges, with systemic gender bias limiting women's opportunities through restricted access to education, reproductive healthcare, and insufficient understanding of, or legal protections against, workplace harassment. Together, these barriers shape the career paths of women and play a significant role in contributing to the persistence of gender inequity in the retention and promotion of women in leadership positions in healthcare and STEMM.