The Best vs. the Rest

Working Mother - - 100 Best Companies -

MetLife Chair­man, Pres­i­dent & CEO Steve Kan­dar­ian Ex­ec­u­tive VP, Global Com­pen­sa­tion & Ben­e­fits Margery Brit­tain

“Lean­ing in” gets a new twist at this in­sur­ance com­pany, which this past year cre­ated a men­tor­ing cir­cle un­der that rubric for new moth­ers (the first of many to come), help­ing them con­nect as they ad­just to work­ing par­ent­hood and pre­pare to chal­lenge any lim­i­ta­tions oth­ers might place on them. The em­ployer’s Fam­i­lies at MetLife group also of­fers strong support; on an ev­ery­day ba­sis, an em­ploy­ee­as­sis­tance program can help by lo­cat­ing child­care cen­ters, sum­mer camps and nanny ser­vices. More than 95% of em­ploy­ees flex their hours and work re­motely us­ing lap­tops and smart­phones sup­plied by the com­pany. Ded­i­cated lead­er­ship pro­grams and 15 busi­ness net­works pro­vide ca­reer de­vel­op­ment for women.

Mof­fitt Cancer Cen­ter Pres­i­dent & CEO Alan F. List, MD VP & Chief HR Of­fi­cer Mar­i­ana Bu­gallo-Muros

Keep­ing peo­ple healthy is this cancer cen­ter and re­search in­sti­tute’s spe­cialty, so it’s no sur­prise that it of­fers its staff and fac­ulty a great well­ness program, pro­vid­ing free acute and pre­ven­ta­tive care at an in-house med­i­cal clinic, host­ing on-site nu­tri­tion coach­ing and fit­ness classes (ev­ery­thing from yoga to Zumba), and grant­ing 24/7 ac­cess to doc­tors via phone or video, plus dis­counted gym mem­ber­ships. It takes just 20 hours of work per week to earn fam­ily health in­sur­ance, which can be ap­plied to chil­dren of do­mes­tic part­ners, fos­ter chil­dren and adult kids with spe­cial needs. Those who par­tic­i­pate in spe­cific well­ness ac­tiv­i­ties earn up to $600 an­nu­ally.

Mon­santo Chair­man & CEO Hugh Grant Ex­ec­u­tive VP & Chief HR Of­fi­cer Steve Mizell

Find­ing out one’s child has been di­ag­nosed with autism can be scary, even as pub­lic un­der­stand­ing of the dis­or­der has changed. This agri­cul­tural-tech­nol­ogy com­pany of­fers Ap­plied Be­hav­ior Anal­y­sis to em­ploy­ees’ kids through its med­i­cal plan (de­pen­dents on the spec­trum are cov­ered through adult­hood), and pro­vides valu­able ed­u­ca­tion and coach­ing to their par­ents. Mom and Dad can join a group for em­ploy­ees rais­ing chil­dren with spe­cial needs, and if at any point they re­al­ize they need ex­tra time away from work to care for their chil­dren, they can take an un­paid, job-pro­tected leave.

Moody’s Pres­i­dent & CEO Ray­mond McDaniel Man­ag­ing Direc­tor, Global Head Diver­sity & In­clu­sion San­dra Alt­iné

Hav­ing a baby is strongly sup­ported by this financial-ser­vices firm. In 2016, it de­cided to give moms-to-be 16 fully paid weeks off (up from 10), and al­low them to take their parental leave over the course of an en­tire year; when they’re ready, they can phase back into their jobs. Women who’ve left the work­force for two years or more may still come back via a 10-week in­tern­ship that of­fers men­tor­ing, de­vel­op­ment op­por­tu­ni­ties and ex­po­sure to se­nior lead­ers. The Flex­i­bil­ity Work­ing Group helps drive the uti­liza­tion of al­ter­na­tive work ar­range­ments. At least 90% of women telecom­mute as needed.

Morgan Stan­ley Chair­man & CEO James Gor­man Man­ag­ing Direc­tor & Chief HR Of­fi­cer Jeff Brod­sky

When it comes to perks for new moms, this financial-ser­vices firm is right on the money. All pri­mary care­givers who give birth or adopt get 16 fully paid weeks off, plus up to $6,000 in adop­tion aid. Par­ents in ma­jor locations en­joy in-house La­maze, and car-seat-safety and in­fant-CPR classes, and at­tend work­shops on pre­par­ing for the postleave tran­si­tion. Med­i­cal care, health coach­ing and vac­ci­na­tions are of­fered through on-site health cen­ters, which are handy for moth­ers short on time. Em­ploy­ees can con­tact a re­source and re­fer­ral ser­vice to find child­care, or re­quest sub­si­dized backup care up to 25 days per year; care re­quired for busi­ness travel or over­time is re­im­bursed.

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