Keywords: Gender Mainstreaming, Continuing Professional Development, Family and Labor Market In the following, a report is given on selected results from an empirical study, which deals with the topics of work-life-balance of "persons returning to their jobs". The investigated mothers, who are altogether well-qualified, were either still in the phase of the baby-break or they were already out of the baby-break returning to work. The objective of this study is to integrate the mothers at the earliest possible date after their baby-break into work again. In order to manage the return quota in this group successfully, the questioned organization provide a great variety of family-friendly measureso A separate program to keep in contact o Sufficient part-time job offers o Offers to take care of the children or active support, respectively o Continuing qualification during the leave of absence including the costs of training themselves and (!) bearing the costs of taking care of the children during the training Nevertheless, the enterprise considers itself to be confronted on the one hand with a lacking preparedness to return to their job and moreover, on the other hand, with a lacking motivation for continuing education. The analysis of this situation reveals some remarkable results. They concern both (a) the further development of the professional career and with this also the enterprise and (b) the role and the self-conception as a mother and thus the milieu-specific embedding. Ad a) the strongest motivation to return to work in spite of a multiple strain, consists in the expectation to be able to continue one's professional career successfully. This would, however, presuppose at first that the offers in the sphere of the continuing education are taken advantage of during the baby break. In addition to that, the measurable achievement of the mothers, who returned from the baby-break, should secondly be higher than that of the full-time staff, having worked continuously in the enterprise without a leave of absence. This is, however, not possible in a realistic way for the mothers, who have returned in the majority of the cases to a part-time-job. Ad b) The most important argument against a premature return (= 2 years) results from the question of the confidential taking care of the children during the absence of the mothers, which is caused by their job. The mothers consider this confidential taking care of the children to be a challenge for them. The healthy grand-parents living in the neighbourhood of the parents are considered to be a second option. However, the mothers are very frequently in a position to fall back on them on the basis of the professional and geographical mobility requirements. The day-nursery is not accepted, since it is not classified as being equal. In summary, the fact may be recorded that the mothers regard themselves to be confronted with an insolvable task with respect to their personal formula of work-life balance. Thus, career opportunities, which are important for the mothers, are missed. The organizations lose valuable manpower. Our thesis is that the modern science of education/pedagogy is in a position to make a significant contribution to the mutual imparting of the interests of both actors - enterprises and mother. We are suggesting in this context a group-specific curriculum structuring the return. Thus, on the hand, the correct subject-matter-specific dosage of the professional and social learning requirements is respected. On the other hand, an adequate chronological arrangement of the training measures is striven for. We are thinking in this context of a period of 2 years around the return date. In detail, it is a matter of the initiating and accompaniment of professional and social learning processes as well as of coaching- and mentoring procedures. According to our suggestion, the enterprises will have to learn to accept the conflict situation of the mothers, which consists in the lacking time- and everyday-life-resources and - in a second step - to co-operate actively in the dissolving of the concrete incompatibility. Vice versa, the mothers will accept this model the moment, in which they perceive its opportunities of success personally.empirical research The career expectations of working mothers can´t be hardly fullfilled because of the special situation of baby-break. The organizations lose valuable manpower.Vetter, Hans-Rolf (1991) (ed.): Muster moderner Lebensführung ( Frames of Modern Life Style). München