81% of new hires are women
Synchrony Financial President & CEO Margaret Keane Executive VP & Chief HR Officer Marc Chini
Business-school courses have nothing on those offered by this financial-services company’s Women’s Empowerment Initiative, which helps female employees communicate more effectively, silence their inner critics and understand themselves better. Honing these abilities is central to the employer’s effort to create its next generation of leaders; participants also engage in important research projects, partnerships and community activities. In 2016, the company introduced the Centered Leadership program, which shows women how to be resilient and master their thoughts and behaviors in order to unlock personal potential. A dedicated network, tuition aid ($20,000 per year) and childcare subsidies help them go further.
Takeda President, U.S. Business Unit Ramona Sequeira Senior VP & Head, HR & Administration Laurene Giagnorio
Efforts to build a more diverse workforce reached new heights at this research-based pharmaceutical company in 2016 after it launched a three-year strategy around the acquisition of female, minority and military-veteran talent. To increase that number, it has expanded its partnerships with diversity organizations, begun tracking representation of those demographics at every job level, and worked with internal employee-resource groups (including one for women) to propel advancement. Customized flexible schedules and 12 weeks’ maternity leave give new moms meaningful time with little ones; aspiring parents can access $100,000 in infertility treatments and $10,000 in adoption aid.
Texas Instruments Chairman, President & CEO Rich Templeton Senior VP, HR Darla Whitaker
Flexible work arrangements are “just part of the DNA” of this semiconductor company, leaders say. New hires are chosen for their talent not their on-site availability; if needed, management will allow them to telecommute. Office workers can adjust their hours or work from home. Manufacturing employees tend to put in 12-hour days then take off several days in a row. For mothers like Lisa Williams, an executive assistant who uses flex to take her autistic son to school, having such options “offers me the time and support I need,” she says. Multiple parenting networks, dependent-care discussion groups and a massive recreation center (at HQ) delight families.
TIAA President & CEO Roger Ferguson
Senior Executive VP & Chief HR Officer Skip Spriggs
The women’s network at this financial-services company is a hit with female employees, more than 50% of whom belong to its 12 chapters (including one for those who work at home). Its innovative Let’s Talk series finds executives sharing their personal career paths and leadership stories, while 25 Lean In discussion circles cover common work-life concerns. Workers with flexible schedules (extraordinarily popular here) enjoy special mentoring sessions. Those who telecommute full-time are reimbursed for their equipment, services and data. Free on-site medical care, family counseling, and childcare resource and referral hotlines help parents address numerous issues.
TriHealth President & CEO Mark Clement Chief HR Officer David Cook
Embracing parenthood is easy at this healthcare system: It offers expectant mothers everything from prenatal workouts, pregnancy parking and parenting classes to nutrition education, lactation consultations and a dedicated affinity group. Maternity leave is fully paid for 12 weeks, followed by a lengthy phase-back period; if moms need more time off, there are part-year work options, sabbaticals and leaves of absence. On-site childcare and subsidized backup care save people money; kids can come on business trips, as can caregivers (paid by the organization). Those who have children with special needs may take extra paid days off annually to deal with their challenges.
Turner CEO John Martin
Executive VP & Global Chief HR Officer Angela Santone
Family-minded women who want to establish their careers before having (or adding) kids would do well to consider this media company, which will cover up to $25,000 for IVF procedures and just began reimbursing up to $13,460 toward the cost of egg freezing, adoption and surrogacy. Tuition discounts and preferred enrollment at nationwide daycare centers have recently been introduced, and parents can consult an online database of nannies and babysitters (all with background checks) for free. On-site health and wellness centers (in Atlanta and New York City) offer primary, acute and preventative care to employees at no charge.