Emotional wellbeing support for employees navigating pregnancy, fertility, pregnancy loss, and the transition into parenthood.
Private, asynchronous support for the identity-level and emotional realities most parental benefits don't address. Not therapy. Not clinical. The missing layer between your EAP and your leave policy.
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What In Awe is — and why it matters for your employees
Most benefits programs treat pregnancy as a logistics problem.
Leave policies. Medical coverage. EAP referrals. These matter — and they address the clinical and logistical dimensions of pregnancy well.
But they don't address the emotional dimension. The identity shift of this transition. The fear that lives between appointments. The grief from prior loss. The relationship strain. The meaning-making that has to happen somewhere — and, without support, often happens alone.
That's the gap In Awe fills.
Pregnancy and the transition into parenthood is one of the most significant identity shifts of adult life. Rarely supported directly in standard workplace benefits.
- Employees navigating complex, layered, or later-in-life pregnancies
- Those carrying grief from previous loss or infertility
- Employees in blended families or non-traditional paths to parenthood
- Partners and co-parents who need their own reflective path, not just information
- LGBTQIA+ employees whose experiences often fall outside standard perinatal resources
- Anyone for whom pregnancy involves more than logistics
A structured program for the full arc of pregnancy and family transition.
In Awe is a self-paced digital program — not therapy, not clinical intervention. Structured reflection, identity work, and practical tools that run alongside whatever care employees already have.
A full pregnancy and early-parenthood pathway covering identity, relationships, fear, voice, agency, body, belonging, and legacy — the dimensions of pregnancy that clinical care does not address and employees rarely have language for.
Partners and co-parents receive their own complete reflective path — not a support manual. Their own transition is treated as real and significant, not secondary.
Built for complex, layered pregnancies. Outcome-inclusive — it supports employees whether their journey ends in birth, loss, or something in between. No experience is assumed.
Self-paced, private, and accessible anywhere — no scheduling, no group sessions, no required disclosure. Employees engage entirely on their own terms, without HR visibility.
A 16-lesson companion pathway for employees navigating pregnancy loss — included at no additional cost. Because loss happens in every workforce and grief deserves a real door.
Scripts for medical conversations, workplace disclosures, and family dynamics — concrete language employees can use in real situations, not just reflection prompts.
Three reasons this belongs in your benefits portfolio.
Perinatal transitions are among the most common inflection points for employee disengagement, reduced hours, and quiet departure — particularly among employees who feel unseen in the human dimensions of this transition. Supported employees return more engaged and with stronger organizational loyalty.
Standard perinatal benefits skew toward first-time, uncomplicated pregnancies and rarely account for the full range of how employees build families. In Awe was built for complexity — later-in-life journeys, prior loss, IVF, LGBTQIA+ paths, blended families, non-traditional partnerships. Offering it signals that your organization sees the full range of how employees build families.
EAPs are designed for crisis intervention and short-term clinical support. They are not structured for the long, slow work of this transition — the identity shifts, relational changes, fear, and meaning-making. In Awe operates in a lane your clinical benefits don't occupy. It doesn't replace them. It completes them.
A low-friction way to see what changes.
The pilot is designed for HR teams who want to evaluate In Awe before a full benefits integration — with real enrollment, real employees, and a clear picture of fit and impact.
- Full program access for every enrolled employee and their partner
- Companion for loss included at no additional cost
- Direct access to Sacred Transformation for onboarding and questions
- No minimum cohort size — pilot structures are flexible
- No long-term contract required to begin
- Proposal with pricing and logistics sent within 2 business days of inquiry
Every seat includes the full program, partner pathway, all journals, and the companion for loss. There is no light version.
Request Pilot ProposalOpens your email client. If it doesn't work, write directly to hello@sacredtransformation.org
Built for the employees standard programs miss.
Prior loss, infertility, IVF, medically complicated pregnancies — these journeys carry emotional weight that standard perinatal resources rarely address. In Awe was built for exactly this.
Paths to parenthood outside the standard narrative need resources built for them. In Awe assumes nothing about family structure, relationship configuration, or path to pregnancy.
Partners undergo significant emotional and identity transitions too. In Awe includes a complete reflective pathway for partners — not a support guide, but a program that treats their experience as real and significant.
Identity shifts, relationship changes, fear, meaning-making — these are universal dimensions of pregnancy and family transition that remain almost entirely unsupported in standard benefits.
What HR teams typically ask us.
Individual employee access is $3,000. Organizational pricing becomes more efficient at scale: a 3-seat exploratory pilot is $7,500, a 10-seat department rollout is $25,000, and a 25-seat program partnership is $50,000. Every seat includes the full program, partner pathway, all journals, and the pregnancy loss companion. Need a different structure? Email hello@sacredtransformation.org directly.
You choose a seat count, we send access codes for each enrolled employee — most pilots launch within a week of agreement. Employees join at their own pace, privately — no scheduling, no group sessions, no HR admin overhead. Pilots can be as small as 3 employees. We're available throughout to support the process.
Most pilots launch within a week of agreeing to a structure. Employees receive access links and join the program directly. There's no IT integration, no SSO requirement, and no lengthy onboarding process on the HR side.
No. In Awe is not therapy and does not function as clinical intervention. It is structured reflection, identity work, and practical tools — the kind of support EAPs are not designed to provide. It is specifically built to complement clinical care, not compete with it. Employees accessing clinical support can use both without conflict.
Yes. The program is fully self-directed and private. Employees access it on their own devices, at their own pace, with no visibility to HR or colleagues. There is no group component, no required disclosure, and no individual-level usage reporting.
No. In Awe includes a full pathway for partners and co-parents, and a 16-lesson companion pathway for employees navigating pregnancy loss. It is designed for anyone in the orbit of pregnancy and early parenthood — not only the pregnant person.
A pilot gives you early qualitative signal on employee response and fit with your workforce — enough to make a confident decision about full integration. We work with you to define what a useful evaluation looks like for your organization, and we're available throughout to support the process.
In Awe was created by Maggie Krug — an educator and curriculum designer with a career building structured learning experiences for people institutions often overlook.
It began when she went looking for this kind of support during her own pregnancy—and found nothing like it.
This is not a clinical program. It is a rigorously structured companion — built to address the human dimensions of pregnancy that existing benefits leave unaddressed.
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