Suggestions
Kaleana Quibell
VP of Wellbeing and Platform Partners at Sequoia Consulting Group
Kaleana Quibell is a professional who previously worked at Sequoia, where she held the position of health and wellbeing program manager.1 However, her current status has changed significantly.
In May 2024, Kaleana announced that she was leaving her role at Sequoia after nine years with the company.2 She made the decision to extend her second maternity leave indefinitely, stepping away from the corporate world to focus on her family.2
Since leaving her corporate position, Kaleana has been navigating early motherhood and sharing her experiences on LinkedIn. She has been open about the challenges of transitioning from professional life to motherhood, discussing topics such as:
- The difficulty of balancing perfectionism and motherhood3
- The importance of taking time away from work4
- The trend of women leaving full-time jobs after having children5
- The challenges of parenting young children, including feelings of being overwhelmed6
Kaleana now describes herself as a "Corporate Wellbeing Advocate & Speaker" focusing on early-stage motherhood.7 She continues to be active on LinkedIn, sharing her insights and experiences about balancing family life and career, as well as discussing various aspects of motherhood and wellbeing.8
It's worth noting that while the query refers to Kaleana as "VP, Wellbeing and Platform Partners at Sequoia," the most recent information from her LinkedIn posts indicates that she is no longer in this role, having left Sequoia to focus on her family.
Highlights
When you think of policies to support parents, what examples come to mind?
Fertility and family-forming benefits?
Parental leave policies for parents with newborns?
Childcare benefits to support preschool-age children?
After spending a decade in the benefits field, I can confirm that these are the most commonly considered programs for creating “inclusive” parenting policies.
The issue, however, is that employers have long mistakenly equated “parents” with “parents of young children.”
As someone with young children, I can attest that parenting doesn’t necessarily get “easier.” It becomes more complex, with higher stakes and, unfortunately, fewer resources.
One of the aspects I deeply appreciated about the U.S. Surgeon General’s advisory yesterday was this excerpt:
“Parents and caregivers encounter various stressors across the different life stages of children.”
This acknowledgment is refreshing, recognizing that parenting is a lifelong job with new challenges at each stage.
As the advisory states, these stressors significantly impact the mental health of caregivers.
I encourage everyone—especially leaders—to take 15 minutes to read the full report. It’s a sobering and alarming document, but it also offers a clear warning and guidance for employers, government, communities, and peers alike.
What resources & policies are do you think are most critical for supporting parents - with children of any age - right now?
Can we stop requiring a “company email address” for content?
Since leaving my full-time role last year to take care of my boys, I’ve encountered this issue repeatedly.
I understand the marketing and sales strategy behind collecting company email addresses and the desire to protect content from competitors. HOWEVER —
While I may have paused my full-time role, that doesn’t mean I’ve paused my career. I’m still deeply passionate about learning, growing, and staying engaged in my field. And, I’m becoming increasingly aware of the disadvantages faced by those who are unemployed or taking a “non-traditional” path in accessing continued education in their field.
It’s not just about being able to attend webinars or download resources with non-company email addresses. Many conferences also require company emails (not to mention the prohibitively high costs for individuals—but I digress).
The point is, there are talented individuals out there who are looking for work, taking a career pause, or running their own consulting or fractional businesses - with non “corporate” email addresses. They would greatly benefit from your content—and YOU, the company providing this content, would benefit from them.
These are the connectors, the introducers, the subject matter experts, the future users of your products, and the ones who will spread the word and become your biggest advocates.
You just have to let them in.
Thinking inclusively has never hurt sales. Creating barriers does.
