81% of new hires are women

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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.

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