The Reality of Working Parenthood and the Culture That Makes It Work

“Time is invaluable,” says Kristel Davis, Procurement Director at Diageo. “It’s the one resource we all receive equally but must choose intentionally how to spend.”

When it comes to balancing a demanding career with raising a family, that truth becomes impossible to ignore.

As Procurement Director for Raw Materials, Whiskey & Utilities at Diageo, she leads a team responsible for sourcing materials essential for production—from corn and sugar to natural gas. Her role sits at the intersection of managing supplier relationships, tracking market shifts, and partnering cross-functionally to keep operations running smoothly. No two days look the same, but the goal is constant: building a supply chain that’s resilient, cost-effective, and ready for the future.

For Kristel, the path to leadership wasn’t linear. It was shaped by long shifts, motherhood, and the constant push and pull between professional ambition and personal responsibility. But through it all, one belief has held steady: “Balance is relative. It’s about giving the right attention to the right thing at the right time.”

Fortunately for her, Diageo enables her to do just that. The company, she says, truly values people, “not just as employees, but as whole human beings with families, responsibilities, and lives outside of the office.” And this shows in the company’s commitment to inclusion and well-being, as well as benefits like 26 weeks of paid parental leave for all new parents (including both mothers and fathers) in Diageo North America, inclusive of natural birth, adoption and surrogacy.

“Diageo’s approach reinforces that I can pursue big career goals and be an engaged parent,” she explains. “I don’t have to choose. Knowing the company stands behind working families has strengthened my sense of belonging and motivated me to build my future here. It’s empowering to work somewhere that recognizes life outside of work as a strength, not a limitation.”

Here, Kristel shares how those early challenges redefined her approach to leadership, why supportive workplace policies matter more than ever, and how motherhood continues to shape not just her priorities, but also the ways in which she leads.

I welcomed my first son, Karson, at age 25 while living in Los Angeles. As someone originally from Ohio, having my entire support system across the country was difficult, especially as I navigated early motherhood while building my career. At the time, I worked in a manufacturing plant as a production supervisor on a seven‑day rotating shift. Being pregnant and then returning to such a demanding schedule with a four‑month‑old was one of the most challenging periods of my life.

Navigating early motherhood with a constantly shifting schedule became one of the most formative experiences of my career and taught me what true balance really requires.

Having time away was meaningful, but it also reinforced that not all leave is created equal. Prior to joining Diageo, the stress of being alone, managing the financial impact of unpaid time, and caring for a newborn was significant. And it wasn’t sustainable for us.

Once I accepted that I needed to return to work, my first challenge was finding childcare for a four‑month‑old on a constantly shifting schedule—a process that felt rushed and emotionally overwhelming. I was fortunate to find a trustworthy in‑home daycare and to lean on extended family who lived just over an hour away. For the next 14 months, I balanced an infant, an unpredictable job, and the many responsibilities that came with it.

Years before my time at Diageo, and in an era when policies and expectations were markedly different, this experience shaped my perspective on what working parents need, what true balance looks like, and why culture matters as much as supportive policies.

I’ve had two children since joining Diageo, born just 20 months apart, and the experience of taking parental leave here has been completely different from anything I had before. Having the ability to fully step away from work allowed me to focus on my newborns and adjust to the evolving dynamics of our growing family without the stress of finances or job security weighing on me.

Both pregnancies were considered geriatric, which meant more monitoring, more tests, and, naturally, more stress. During my third pregnancy, I was diagnosed with gestational diabetes, which required major lifestyle adjustments and close tracking of my health, and my baby girl’s health, before and immediately after birth. Knowing I had the time and support to navigate all of that made a meaningful difference.

After welcoming my second and third children, Diageo’s 26-week parental leave policy gave me the space to heal, regroup, and recharge. And while it didn’t necessarily mean more hours of sleep with a newborn, it did provide something far more valuable: time. Time to bond with my babies. Time with my partner, and time with my older son, who had been an only child for the first 10 years of his life. Adjusting to siblings was a big transition for him, and sharing my love and attention in new ways was an adjustment for me, too.

With my first child at my previous job, everything felt rushed. I was still figuring out how to be a mom while already preparing to go back to work. I didn’t have the chance to fully settle into that new identity or catch my breath before stepping back into a demanding job.

Diageo’s extended parental leave created space for calm, connection, and confidence at a moment when those things matter most—not just for me, but for all of us as a family. I finally had the space to be fully present, soak in the little moments, notice the tiny milestones, and build routines that felt natural rather than forced. I had time to heal, learn my baby, and understand myself as a mother in new ways.

It wasn’t just about being home longer; it was about feeling grounded. When I eventually returned to work, I did so feeling centered, confident, genuinely grateful for the experience, and ready to hit the ground running. It made me a better mother and, honestly, a better leader, too.

I felt supported at every stage at Diageo. Before my leave, my manager and team were proactive in helping me plan my transition. The candidate covering my secondment was selected before my leave began, allowing for some overlapping time to transition.

While I was out, they fully respected my time away, which allowed me to truly disconnect and focus on my family. And when I returned, they welcomed me back with patience and understanding. After being away that long, it can sometimes feel like you’re starting a new job at a new company. But my team gave me space to re-acclimate and ramp up, supporting my success without pressure.

Returning to work was far more seamless than I expected. What surprised me most was how genuinely excited I felt to jump back into my projects and reconnect with my team. I thought I might feel anxious or behind, but instead I felt energized.

A big part of that came from the secondment. Handing over your work can feel vulnerable, but it pushed me to trust in delegation in a new way. Knowing someone else was stepping into a stretch opportunity, one that could meaningfully shape their career, made the experience feel less like letting go and more like paying it forward. It reminded me that development isn’t just something we do for ourselves; it’s something we create for others.

Diageo fosters such a supportive culture that I didn’t return feeling like a newcomer. They gave me space to reintegrate at my own pace while also celebrating the new perspectives and energy I brought back with me. It made the transition not just manageable, but genuinely positive.

Trust your instincts about what you need, both as a parent and as a professional. Motherhood has a way of sharpening your sense of purpose, so let that clarity guide you. Don’t hold back from pursuing roles that excite you.

Look for an employer whose culture truly supports you, not just on paper but also in practice. The right organization will give you the time, trust, and flexibility to show up fully for both your family and your career. And remember, you don’t have to do everything yourself. Leaning into delegation and even creating opportunities for others to step up can be incredibly rewarding for everyone.

Most importantly, choose a workplace that sees your role as a parent not as a limitation, but as an asset—one that makes you a more grounded, empathetic, and effective leader.