The Best vs. the Rest
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.