**5. Conclusions**

According to preference theory [25], there are three types of working women: home-centred, work-centred and adaptive workers, who combine both. Most of the literature about diversity and inclusion is related to empowerment of work-centred women, who usually become rare and unique employees or occupy leadership positions and usually have high interest to stay with the company despite the maternity leave. Companies that are eager to promote inclusion practices for home-centred women, act in alignment with social corporate responsibility, not for the expected monetary returns. However, returns are usually also valuable.

In the current research we focused on the home-centred women, looking into what affects them in their decision to return to the same employer after the maternity leave and what causes them to quit. Literature review showed eleven key initiatives, which supposed to help them with inclusion. Interruptions start with the denial by decision-makers and employees of any sort of overt discrimination, predetermined social gender roles, stereotypes regarding the "maternity wall" [52] in their organizations. Acknowledging of any sort of difference is an expected solution leading towards inclusion despite meritocratic principles. The first group of initiatives in the **Table 2** aim at defining particular list of attributes differentiating employees witch childcare commitments, enhancing beneficial for them stereotypes. Initiatives 3–5 (**Table 2**) represent examples how to raise fairness of the wage gap, in case home-centred employees indeed would strive to lower their efforts. Additionally firm might initiate small steps supporting evidence of its family-related commitments, decreasing bulling or shaming of employees who try to integrate children-related activities into their work environment (Initiatives 8–9, **Table 2**). The final two initiatives represent values and assumptions of the newer frameworks of reference for employees' inclusion, more suitable for work-centred and entrepreneurial mothers, who manage to balance between work and family.

Empirical part allowed defining seven attributes, which show the difference of home-centred women from the rest clusters: city, age of the mother and the smallest child, level of employers' care and contact during the maternity leave. However, not all of them could be applied as predictors for return after their maternity leave. Role of employers' communication allows assuming that impact of inclusion related initiatives for home-centred women is helpful.
