Inclusive Leadership Talk with Paula’s Choice
“The role of the employer has changed. Work and private life have become much more intertwined, which calls for flexibility and clear agreements. Managers are looking for the balance between confidence and care.”
Pro Parents welcomes Paula’s Choice as a partner. In this D&I Talk, we speak with Sandra Voskuilen, Senior Director HR Europe at Paula’s Choice Skincare, part of Unilever Prestige.
Sandra Voskuilen is responsible for the full HR strategy and practice across Europe. With a team of more than 140 employees in Amersfoort and colleagues spread across Europe, she experiences daily the tension between caring for people and achieving business goals.
We talk about her vision on work and wellbeing, the challenges faced by young parents in an international organization, and why Paula’s Choice has chosen to collaborate with Pro Parents.
Paula’s Choice is an international skincare brand, globally known for its science-based products and transparent approach to skincare.
“The biggest struggle for our employees is: how do you get back on track after parental leave, while also taking good care of your child and yourself?”
1. Can you tell us about your role at Paula’s Choice?
Sandra: “As HR Director, I’m responsible for everything related to the people side of the organization — from development and wellbeing to leadership and sustainable employability.”
2. What challenges do you see regarding sustainable employability among working parents on your team?
Sandra: “Since the COVID period, young parents in our organization are more than ever searching for balance. Childcare is hard to arrange — there are waiting lists, and costs are high. One of our team members just moved houses, and it’s almost impossible to find a childcare spot in their new area.
At the same time, people have to keep working to maintain their standard of living. Housing prices and childcare costs are high. We really see young parents struggling. Especially returning to work after leave proves to be a major challenge.”
3. How do you see current developments in D&I, and what role do employers play in this?
Sandra: “The relationship between work and private life has changed. They’ve become much more intertwined. At Paula’s Choice, we now work three days from home and two days in the office.
Employees have claimed quite a bit of space for themselves. Flexibility is great, but it requires clear agreements. If you agree to come to the office, you are expected to be there. We still need to meet each other and work together in practical ways. It’s up to managers to have the conversation about why being together matters. In the end, you create the framework together — and: good examples set the standard.”
4. What led to your collaboration with Pro Parents?
Sandra: “We saw a lot of absenteeism among young parents. There was a significant increase in mental health-related sick leave, as well as a noticeable baby boom within our organization. Employees returning from parental leave were visibly struggling to find balance. Four years ago, that was very different.”
That’s when the need arose to do something structural. “Of course, this phase is challenging for employees — but it’s also not easy for managers. They want to support their people but don’t always know how.
At the same time, employees expect clarity from their leaders: they need both understanding and practical support when returning to work. Think about pumping, starting childcare, flexibility — these are not ‘small things.’
Pro Parents offers accessible, concrete support on both levels. For both employees and managers, HR can thus create ‘control and compassion’ in the organization — the foundation for a soft landing after leave.”
5. What do you hope will happen within the organization now that you’re working with Pro Parents?
Sandra: “Managers mainly need clear information: what’s allowed, what’s not? How does the law work? But also — how do you have ‘the right conversation’ from a place of empathic leadership and good employment practices? How do you make agreements about flexibility? How can managers facilitate a good onboarding after leave? It’s important that we, as an organization, communicate proactively — about legislation, but also about vitality and wellbeing. And to be there when things don’t go as planned.
A great example is a colleague with young children who took the initiative to improve pumping facilities and help others with tips and tricks. A wonderful, well-intentioned initiative — but not scalable. That’s why it’s crucial to organize this centrally within the company, with Pro Parents as a specialist partner.”
6. Do you have any tips for other organizations looking to take steps toward inclusive and supportive employment for (expecting) parents?
Stop: “Stop making assumptions. ‘He probably thinks that…’ or ‘She’ll probably…’.”
Start: “Start having structured conversations and policies around life-phase–oriented work. Actively support managers with tools to build knowledge, attitude, and skills.”
Continue: “Keep building a culture of openness and trust. Talk to each other. When you have a good conversation, understanding follows. A quick call or simple question can prevent misunderstandings and strengthen connection. Being together in the office still truly matters — meet each other.”
Welcome Paula's Choice
We thank Sandra Voskuilen for the interview and inspiration. Pro Parents welcomes Paula's Choice as a new partner. Together we are on a mission to reinvent how to support employees on the path to parenthood. Together with employers Pro Parents builds the support system every parent deserves. With personal development programs and smart technology that helps employers care for their people, even beyond working hours.
About Pro Parents Workplace Wellbeing
Pro Parents Workplace Wellbeing offers science-based, practical tools and support. Both online and offline and designed for working parents and their managers. Together, we’re creating a stronger foundation for well-being, healthy work-life balance, and long-term employability.
