The Best vs. the Rest

Working Mother - - 100 Best Companies -

Moss Adams Chair­man & CEO Chris Sch­midt Ex­ec­u­tive Direc­tor, HR Jennifer Wyne

Giv­ing back to its em­ploy­ees makes this ac­count­ing and busi­ness­con­sult­ing firm a real win­ner. In 2016, it be­gan match­ing their401(k) con­tri­bu­tions, in­tro­duced an an­nual bonus, in­creased its num­ber of of­fice hol­i­days, and (for many) added ex­tra PTO days. Women earned 21% more jobs here than they did in 2015, and scored 54% of all pro­mo­tions at the man­ager level and above; the one-year GroWth Se­ries program pre­pares fe­male se­nior man­agers to be­come lead­ers. While 90% of peo­ple use flex­time and 20% telecom­mute, the firm’s Fo­rum W Ad­vi­sory Board is plan­ning to pro­mote for­mal flex ar­range­ments at the part­ner level, hop­ing that ac­cep­tance will trickle down fur­ther.

New York Life In­sur­ance Chair­man & CEO Ted Mathas Se­nior VP & Chief HR Of­fi­cer Kather­ine O’Brien

Ev­ery par­ent knows the worry that takes hold when their reg­u­lar care­giver is sud­denly un­avail­able, or a kid’s school shuts down for a snow day. For­tu­nately, this in­sur­ance and in­vest­ments com­pany keeps its own backup-care cen­ter open at HQ for just such emer­gen­cies and al­lows par­ents to use it up to 40 days per child per year. (If they work in other locations, they can ac­cess up to 30 days of sub­si­dized care at lo­cal cen­ters an­nu­ally.) Work­ing re­motely is also fea­si­ble; in 2016, 87% of peo­ple telecom­muted us­ing loaner lap­tops and re­mote-server ac­cess. Free coun­sel­ing helps peo­ple sort out par­ent­ing is­sues. On-site fit­ness and well­ness cen­ters give moms a lit­tle “me” time.

North­west­ern Memo­rial Health­Care Pres­i­dent & CEO Dean Har­ri­son Se­nior VP, HR Dean Man­heimer

Imag­ine pay­ing lit­tle to noth­ing for a world-class col­lege ed­u­ca­tion. That’s the promise of work­ing for this in­te­grated aca­demic health sys­tem, where em­ploy­ees get $5,250 in tu­ition as­sis­tance each year, nab 75% off con­tin­u­ing-ed­u­ca­tion cour­ses at North­west­ern Uni­ver­sity, and score in­ex­pen­sive deals at other schools. In 2016, these perks cost the sys­tem $4.6 mil­lion—and that amount will grow; it just be­gan cov­er­ing $1,000 in pro­fes­sional de­vel­op­ment costs per per­son an­nu­ally. Its own NM Academy spent 320,000-plus hours train­ing and de­vel­op­ing em­ploy­ees this past year; financial work­shops and con­sul­ta­tions pro­vide a dif­fer­ent kind of ed­u­ca­tion. On-site day­care cen­ters and dis­counts at 100-plus lo­cal care fa­cil­i­ties help kids learn.

Novo Nordisk Inc. Pres­i­dent & Se­nior VP, North Amer­ica Op­er­a­tions Dou­glas J. Langa Cor­po­rate VP, HR Maryellen O. McQuade

What­ever their ori­en­ta­tion, eth­nic­ity or back­ground, women will find com­mu­nity in this phar­ma­ceu­ti­cal com­pany’s eight em­ployee-re­source groups, all of which give them a solid foun­da­tion from which to grow their ca­reers. In 2016, 53% of those pro­moted into se­nior lead­er­ship here were fe­male; tu­ition aid worth up to $45,000 for ex­ec­u­tive MBAs helps them ad­vance (and comes with a $2,000 grad­u­a­tion bonus!). If em­ploy­ees need flex­i­bil­ity, they can ask to work from home, job-share or ad­just their hours; those at the home of­fice may com­press their sched­ules to leave work early on sum­mer Fri­days.

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