THE NAFE TOP 50 COAMPANIES FOR EXCECUTIVE WOMEN
By Anonymous | |
Proquest LLC |
Our 2014 winners ensure that women have opportunities to thrive at every job level and get the support they need to reach the top ranks.
Abbott
CHAIRMAN & CEO
evp, hr
When you consider this health care company's current size (18,279 U.S. employees), it's hard to believe it was once just the dream of a pharmacist tinkering in his
ceo
CHIEF HR OFFICER
Women who communicate well, embody executive traits and harness their own power can turn impressive careers into truly great ones. Hoping to do just that, senior female managing directors at this management consulting, technology services and outsourcing company take part in its Women's Executive Leadership Development Program, which introduces them to thought-provoking speakers, lively discussions and meetings with the CEO and chief leadership officer, all ultimately prompting selfexamination and discovery. Special training also helps female managing directors and senior managers connect with top execs and devise long-range plans; multi-day sessions on "Maximizing Your Career" sharpen their skills.
CHAIRMAN, CEO & PRESIDENT
svp, hr
HALL of FAME
Educating its workforce is a key objective for this diversified health benefits company, which offers employees comprehensive sales training, a solid leadership development curriculum and tuition reimbursements worth up to
CHAIRMAN, PRESIDENT & CEO
EVP & CHIEF ADMINISTRATIVE officer
Speaking up on office matters isn't always easy. But staying silent can torpedo careers, which is why the "Finding Your Voice" series held by this financial services and insurance company in 2012 was so game-changing. Directed by senior leaders, its workshops urged attendees to value their opinions and relate them assertively-an especially critical lesson now that women are 30% of those at the VP level and above. Up-and-comers can also visit the on-site "Leaders as Teachers" and "
Afeiv
CHAIRMAN & CEO
EVP, GLOBAL hr
Keeping top talent in the fold is a challenge for any employer. This financial services company helps women navigate its upper ranks by prescribing assignments, experiences and training that will expand their skills, and even adds executive coaching to aid their transition.
Aon
president & CEO
chief hr officer
Advancing women is a high e priority for this global risk management, insurance and E human resources firm, which E requires its executives to meet annual diversity and inclusion objectives, holds talent review discussions on | professional development for e female senior leaders and maintains an active Women's E Governing Committee that E directs its strategy around | female employees. Its Women's = International Network (one | of 11 available business resource groups) makes sure E to keep members abreast of E professional trends, hosting E sessions on leadership, social media, personal branding, mentoring and sponsorship; 1 notable events have included § a breakfast with
EVP,
REGIONAL HR DIRECTOR, NORTH America Laura Mably
top 10
Committed to increasing the number of women in its top roles, this pharmaceutical company sets lofty goals. Two years ago, its leaders announced that by 2015, they wanted women to represent 38% of the talent pool and 43% of senior managers worldwide (already, they are at 34% and 40%). To keep the momentum going, management is held accountable for meeting diversity objectives around high-level promotions, and cross-functional mentoring has been made available through the Insight Exchange program. Speeches by female senior executives in the
CEO
GLOBAL HEAD OF HR Andrea Smith
It's easy to see why women would be attracted to this leading bank, which strives to make work life balance easier for executives by providing them with nationwide backup child care, wellness coaching, tuition assistance, lengthy maternity and adoption leave and flexible schedules. While more than 30,000 employees worldwide belong to its women's network, called LEAD (for Leadership, Education, Advocacy and Development), senior women already considered "top talent" work closely with high-ranking execs who help shape their careers. Among the women who have made their mark here are Global Strategy and Marketing Officer
AT&T
CHAIRMAN & CEO
sevp, hr
Spending time in the C-suite before a promotion prepares high-potential female managers at this telecommunications company to move ahead faster. Its Executive Women's Leadership Experience gives them the rare opportunity to network with power players, learn the ins and outs of the business and enjoy a unique curriculum that details potential future responsibilities. While the company's
CEO
svp, hr
Smart employees know that to get ahead, you've got to have a plan-but unrealistic ones won't do you any good. At this biopharmaceutical company, talent directors help female executives advance by reviewing their development plans annually, ensuring they are still relevant and able to move the women forward.
CHAIRMAN & CEO
chief hr officer
This bank cultivates the best in its executives by allowing them to choose how and where they want to work. Flexible schedules are becoming more common, and office spaces are being redesigned across all sites to feature open, collaborative areas; private pods; minicafés with Wi-Fi; and videoconferencing rooms. To address their responsibilities outside the office, employees make use of the bank's free backup child care program, new backup elder care program and 16-week maternity leave (now extended to cover primary caregivers who adopt). Anyone who saves
CHAIRMAN & CEO
CHIEF HR OFFICER
This health care services company strives to change the fortunes of women who work for it-in part, by getting men involved. Since 2012, its Women's Initiative Network has invited male leaders to attend women's conferences; held special sessions for them on equal pay, office diversity and work life integration; and even appointed a male executive to be its "gender partnership" advocate, engaging other men in support of female employees. The network's steering committee also sets goals around women's advancement, which it underpins with careful development and succession planning. (One sign it's working: There are now 329 women in director roles, up from 262 in 2010.)
CHAIRMAN & CEO
svp, hr
Women are one third of the employees on the Executive Investment Committee at this IT and networking company, where they help direct spending on high-level talent development. Their solid efforts have long supported female leaders, from
PRESIDENT, CHAIRMAN & CEO
svp, global hr
Leaders at this consumer products company are determined to accelerate the careers of high-potential women, devising specific pathways for advancement and requiring each organization to regularly report on its promotion of female executives. To help its own members achieve, the Colgate Women's Network recently revamped its focus from events to advocacy, and now offers
Dell
chairman & ceo
svp, hr
Women may find that their professional lives exceed their expectations when they take part in three development initiatives that were recently launched by this information and technology services company. At the director level and above, they can access the Women in Leadership course, which utilizes 360° assessments, executive-led classes and action plans to uncover participants' strengths and help them transform their teams. In commercial sales, female executives benefit from a sponsorship pilot that pairs them with senior leaders. And newly hired managers enrolled in the yearlong Foundations of Leadership program get a good grip on the company's fundamentals, which can help them make the leap into major roles.
chair & ceo Ellen Kuliman
SVP, HR Benito Cachinero-Sánchez
Think of it as a prep school for excellence: Now in its fifth year, the Leading Edge program at this science and engineering company utilizes workshops and classes (taught by senior executives) to broaden the horizons of its high-potential managers and directors, exploring how important it is to embrace change, be decisive and recognize social and emotional intelligence. Female leaders (including
president
svp, hr
Wouldn't you love to get an inside look at your future workplace before you apply for a job? "Talent Talk" sessions at this alcoholic beverage company allow potential hires to spend time with human resources and business leads, asking them the questions they really want answered. Great career initiatives include the Diageo Leadership Performance Program, which offers executive coaching and large-scale education and networking events to those at the VP level and above. Mentoring is available through the company-wide Spirited Women's Network. Tuition aid worth up to
Edelman
PRESIDENT & CEO, U.S. Mark Hass
EXECUTIVE DIRECTOR, U.S. HR Laura Smith
Talk about a wow: The U.S. Executive Leadership Committee at this public relations firm boasts eight women and four men, including COO
Flei shm an Hi 11 ard
president & ceo
CHIEF TALENT OFFICER
Working in a welcoming environment can make all the difference to female executives, and this global communications firm encourages their success. Women dominate here: They hold about 50% of profit-and-loss positions, represent 67% of those receiving management and leadership training and are 75% of those who get promoted. To keep learning and advancing, they take advantage of programs that explore ways to develop sound financial strategies, draw up budgets, predict revenue and understand forecasts and targets. Perks include wellness initiatives, flexible schedules, domestic partner benefits, paid sabbaticals and backup child care (at the
CHAIRMAN & CEO
TOP 10.
Joining forces helps women go farther at this food-manufacturing company, where they head up most divisions and comprise 42% of managers and executives. Collaboration serves them well, whether it comes in the form of a new sponsorship program run by female finance officers or the inspired creation of a frozen foods division, proposed by
EY GLOBAL CHAIRMAN & CEO
EY
TOP 10
SPonsorshiP °Pens doors for women at this professional services firm, where they are 24% of partners, principals, executive directors and directors (up from 13% in 2000).
CHAIRMAN, PRESIDENT & CEO
chief hr officer
Women build long careers at this financial services company, from Chief Credit Officer
ceo
svp a cdo
Employees looking for ways to supercharge their careers have myriad opportunities at this secondary mortgage lender. While its diversity dashboard monitors the corporate divisions in which women lead (or lag), new mentoring circles available company-wide accelerate their development. Management has also launched the DIRECT advanced leadership program for high-potential directors, which utilizes professional coaching and business education to ready them for broader responsibilities (including those at the officer level or above). In another initiative, employees can obtain a master's of science degree in management at HQ, studying with professors from
ceo
svp, global hr
Women oversee 8 of this automaker's 39 manufacturing plants, serve as 6 of its 24 officers, occupy 5 seats on its 14-member board of directors and are increasingly well-represented among its elite-particularly since the recent naming of
Grant
ceo
CHIEF PEOPLE & CULTURE officer
TOP 10
This professional services firm's Women at
CHAIRMAN, PRESIDENT & CEO
svp, hr
TOP 10 HALL OF FAME
Creating a world-class workforce is important to this technology company. Helping increase its number of female executives is the Pathways for Experienced Technical Women initiative, which enables emerging professionals to work with their managers on development plans and navigate their next steps with mentors. To better understand what its top women need, the company recently interviewed executive women and shared the insights across the company with a study titled "Your Journey to Executive." Female executives who have left the company are being lured back through the Reconnections initiative, which facilitates their smooth reentry with customized education and networking events.
ceo
SVP & DIRECTOR, HR Richard Taylor
For sheer impact, it's hard to beat the work done by female executives at this technology company, where they lead the organization that develops products and technologies for 90% of the world's servers, co-manage factories that generate millions of chips a day and direct the two largest customer accounts. In 2013, the company appointed Renée James as its first female president and promoted seven other women to VP roles; at present, one fifth of its VPs and corporate officers are female. Women executives enjoy a plethora of dedicated sponsorship programs, coaching initiatives and workshops; their employer's upcoming Senior Women's Symposium will address ways for them to exercise power effectively.
chairman & ceo
WORLDWIDE VP, HR Peter Fasolo
Big things are happening at this health care company. In
HP
PRESIDENT & CEO
evp, hr
Sweeping changes are being made at this technology company, which recently embarked on a very public mission to raise revenues and regain its status as an industry leader. As it morphs, the company's playing to its strengths, launching the 18-month HP Ascend sponsorship program for female VPs and directors, emphasizing global job rotations that develop employees' cultural and business savvy and dramatically increasing internal promotions to executive positions (from 35% in 2012 to 65% in 2013). While CFO
president & ceo
SVP, GLOBAL HR Samantha Long
Women at this consumer goods company frequently | interact with senior leaders at E the panels, discussions and E workshops hosted by the Women of
CHAIRMAN & CEO
VICE CHAIR, HR a communications
TOP 10
Nurturing high' potential employees is a priority for this audit, tax and advisory services firm, which is set on increasing the rate at which women are promoted and represented on top accounts. To that end, its leadership team has expanded the partner pipeline to include a greater number of female candidates in succession planning; once they make partner, they may have special opportunities for senior-level mentoring through the Leaders Engaging Leaders program. The firm's
PRESIDENT & CEO
CHIEF HR OFFICER & SENIOR DIVERSITY EXECUTIVE
TOP 10
Women are making real inroads into the highest levels of this hospitality services company, comprising 58% of managers, 40% of senior managers and 34% of corporate executives. At least nine women head up divisions worth more than
president & ceo
chief hr officer
Having a pipeline to HQ when your office is 100+ miles away is a huge asset, as women at this payments technology company's 13 sites know. More than a quarter of female employees belong to the Women's Leadership Network; when its executive members travel on business, they make it a point to meet and talk with members at other offices, as part of the On the Road program. Building on that base is the network's new initiative, through which small groups of women managers and executives engage in conversation with top execs at blue-chip companies, forging valuable relationships. The recent launch of
CHAIRMAN & ceo
EVP & HEAD OF HR Biff Bowman
Diversity is a major focus for this financial services firm. In the past two years, it has experienced an 18% increase in the number of its female EVPs and an 8% rise in female SVPs, a phenomenon that may be attributed to its thoughtful succession planning and mentoring and sponsorship initiatives, as well as additional targeted efforts. The expansion of its
CEO
EVP, hr
Sometimes a tiny tweak makes all the difference. This consumer goods company regularly exceeds its annual targets for the representation of women across all of its business units, the result of a steady increase in femalefriendly development programs and the decision to tie 10% of executives' incentive pay to meeting those goals. In
CHAIRMAN, PRESIDENT & CEO
evp, hr
Leaders get a solid start at this financial services firm, thanks to its Executive Onboarding program (introduced in 2013), which provides new hires at the AVP level and above with 90-day action plans, peer mentoring and 360° feedback. Female executives benefit from the activities of the firm's Women's Leadership Network, which advocates on their behalf and held two major conferences for employees last year. Women are 44% of those with profit-and-loss responsibilities, and they also earn 53% of all promotions; prominent executives include
CHAIRMAN, PRESIDENT & CEO
CORPORATE VP & CHIEF HR OFFICER
Admit it: When you hear the phrase "defense contractor," you don't immediately think 'female-friendly." But at this global security company, women are out in force, serving as 43% of elected officers, 39% of the CEO's direct reports and 30% of the members of the corporate policy council. Their presence in these groups actually surpasses their overall representation at the company, but it makes sense that they're doing so well: Targets exist around promoting women to the executive level, and dedicated leadership programs have been available to women for years. Role models include corporate VPs and sector presidents
CHAIR
CHIEF HR OFFICER
Listening to the speakers hosted by this law firm's Women Attorneys Network, female partners realize how important it is to support one another. Up-and-coming associates can access myriad networking, mentoring and learning opportunities; in their fifth year, they may work with a career coach to improve their performance. The firm is always studying ways to better retain high-potential women, which has led it to request that practice-section leaders seek out more avenues to increase this group's readiness for promotion. Talent development partners across the firm ensure that women take an active role on major cases and transactions and with key clients.
PRESIDENT & CEO
CHIEF HR OFFICER
Bonding with like-minded colleagues early in your professional life can really shape your future, which is why the seven chapters of the PREP group at this financial services company are important. Aimed at those who are starting out (with less than 10 years' experience), they provide formal mentoring, fascinating speakers, on-site conferences and community service opportunities, all of which set members on a path toward achievement. As they progress, employees may opt to assume roles in their employer's ever-expanding Women Connect network, study at its
CHAIRMAN, PRESIDENT & CEO
EVP, HR & CORPORATE SERVICES Ralph Eucher
Women are moving up at this investment management company, representing 55% of the employees involved in formal mentoring and 53% of those in targeted talent development programs. Aspiring executives may find themselves collaborating on group projects that address their employer's needs, attending sessions on strategy and managing change or taking part in leadership programs that examine the workings of each business. The Women's
Pfizer
CHAIRMAN & CEO
EVP, WORLDWIDE HR Charles Hill
Taking charge of your career is essential to moving forward. To encourage female employees to do that, this health care company offers the Raise Your Hand initiative, which boosts their confidence through small mentoring circles, specialized business courses and activities that enhance leadership and executive presence. In a new program at HQ, the Women's Leadership Network also gives women at all levels the chance to explore their professional potential; a select group is coached on "elevator speeches" and enjoys speed networking with execs. The 18-month LIFT program finds high-potential female senior managers and directors working with leaders on key projects and honing the skills they need to advance.
CHAIRMAN, PRESIDENT & CEO
CHIEF HR OFFICER
TOP 10
CoulD "Life mentoring" _ be the wave of the future? This consumer products company thinks so. In its new program, women grappling with a personal challenge (from parenting or illness to assignments abroad) may consult a list of 100+ senior colleagues for someone who's been through a similar situation; all are trained to offer advice. For extra professional support, women in middle management can look to a pilot program that provides career mentoring from female colleagues in upper management. Among the women thriving here:
CHAIRMAN & CEO
svp, hr
Every year, this financial services firm holds 30+ professional development events for female employees, who also benefit from six business resource groups and 11 distinct women's networks. In a 2013 employee survey, 85% of respondents said their supervisors gave them the freedom to deal with important work life concerns (up from 80% in 2011). Flexible schedules are increasingly popular. Subsidized backup care helps those tending to kids, aging relatives and dependents with special needs, while adult care coaching has just been made available. Health summits held at HQ enlighten attendees about medical issues that might affect them and explain how to obtain the best care.
Target
CHAIRMAN, PRESIDENT & CEO
evp, hr
The 2,383 female executives who belong to this big-box retailer's
ceo
chief hr officer
On all fronts, this food and facilities management services company is making a concerted effort to achieve its stated aim: to have women represent 25% of its top 300 leaders by 2015. Banding together from around the world, executives in the
ceo
EVP, DIRECTOR, GLOBAL TALENT Barbara Jobs
"We walk the talk; just look at us!" say representatives for this media agency, describing the opportunities it offers women. They aren't kidding: In fact, 75% of the leaders heading billion-dollar businesses here are female. Senior executives attend the one-week Top Gun training program, featuring breakout discussions about everything from strengthening client partnerships to supporting innovation (54% of last year's participants were women). Formal mentoring is available at all levels through the in-house network
CHAIRMAN & CEO
vp, hr
TOP 10
Women are 36% of the executives with profit-and-loss responsibility at this insurance company, and an annual summit stirs up excitement about similar roles in other nascent female leaders. "I was in awe of the talent, engagement and enthusiasm of the women around me, who I knew would shape the future of our organization," recalls Agency Field Specialist Manager
CHAIRMAN, PRESIDENT & CEO
svp, hr
When it comes to supporting the growth of women in STEM fields, this semiconductor and educational technology company means business: Its Women for Fellow Initiative helps female employees in technical positions create development plans, work with mentors and prepare for election to the company's highest ranks. Across the board, women are sponsored to participate in career development programs offered by the
CHAIRMAN & CEO
CHIEF ADMINISTRATIVE OFFICER
TOP 10
Seeking career _ inspiration? Check out the high-achieving women of this broadband and communications company, from
PRESIDENT & CEO
EVP, GLOBAL PEOPLE Susan Chambers
Women have advocates in the highest ranks of this retail giant, where they made up 34% of employees named to officer positions in 2012. The President's
Children's Healthcare of
ceo
vp, hr
Female executives have had a palpable effect on the fortunes of this health care system, among them Chief of Staff Leigh Bernard, CFO
PRESIDENT & CEO
CHIEF ADMINISTRATIVE OFFICER
Women make up 38% of the executive leadership team and 80% of all clinical operations leaders at this pediatric health care system-and most of them have been here for more than a decade. It's easy to understand, considering the organization's massive variety of development and mentoring programs, generous tuition aid (up to
CHAIRMAN, PRESIDENT & CEO
SVP, HR Margaret Coons
Helping talented people reach new heights, the six-month Management Development Program offered by this not-for-profit health insurer ensures that high-performing senior managers elevate their capabilities and prepare for executive roles. It garners raves from attendees: "It allowed me to learn more about myself as a leader," says
Mercy Health System
president & ceo
VP, HR & ORGANIZATIONAL development
This health care system makes sure leaders are prepared to take on the duties of its highest ranks. When they assume their new roles, they undergo a two-day orientation that outlines their responsibilities, then expand on what they've learned in formal mentoring sessions with senior colleagues. Next, they attend a 13-week development program (women are now 90% of participants, up from 85% in 2011) and take part in annual retreats that explore the complex decisions made by the executive tier. To improve their education, they can tap
Scripps Health
PRESIDENT & CEO
CORPORATE SVP, HR Vic Buzachero
Women are making huge strides at this health care system, where they represent 98% of all new hires. Their employer spends about
WellStar Health System
PRESIDENT & CEO
EVP, HR & ORGANIZATIONAL learning
Having a big career and raising a family aren't mutually exclusive at this health care organization. Some who have done both are COO
president
SVP, HR Vincent J. Sampugnaro
In the 24 years since
PRESIDENT & CEO
svp, hr
This academic medical center heavily emphasizes programs that accelerate the growth of its clinical staff, especially since nurses (92% of whom are female) comprise one third of its workforce. To ensure that all nurses obtain their bachelor of nursing degrees by 2020, the organization maintains an RN-to-BSN program, which outlines available scholarships and tuition assistance and helps potential students find the schools that meet their needs. In 2012, SVP and Chief Nurse Executive
TWHealth
PRESIDENT & CEO
CHIEF HR OFFICER
Whether they're front-line managers or senior executives, women at this health care system get chances to up their skills and earning potential by participating in 100+ career initiatives, which include fast-track mentoring, leadership coaching and myriad development programs. Increasing their visibility further, they may assume prominent roles in employee resource networks, nursing councils and leadership committees. But for nurse
ceo
svp, hr
Women earn 81% of the top salaries at this academic medical center-but that's not the only thing that makes it a great place to work. Employees also enjoy amazing perks, from free concierge services and income tax prep to an on-site fitness center and two day-care facilities. They save by taking advantage of transportation subsidies, tuition assistance and affordable college loans for their dependents and plan the future with up to
AMONG THE NAFE TOP 50, 27% OF BOARD OF DIRECTORS MEMBERS ARE WOMEN, COMPARED WITH 17% ACROSS THE FORTUNE 500.
Among the naive top 50 10% OF CEOS
AMONG THE NAFE TOP 50, OF EXECUTIVE OFFICERS
2014 NAFE TOP COMPANIES HALL OF FAME
This year, we honor two companies that have earned a place on the NAFE Top Companies list for 15 years or more and name them to our new Hall of Fame.
AMONG THE NAFE TOP 50, 25% OF EXECUTIVES RUNNING DIVISIONS WORTH AT LEAST A BILLION DOLLARS ARE WOMEN.
(NAFE) is one of the country's largest associations for women professionals and business owners, providing resources through education, networking and public advocacy to empower its members to achieve both career and personal success.
NAFE is a division of
To register your company for the 2015 NAFE Top 50 Companies for Executive Women or any of
AMONG THE NAFE TOP 50, 45% OF PROMOTIONS TO THE MANAGER LEVEL AND ABOVE GO TO WOMEN.
We honor not-for-profit organizations that work hard to fill their top ranks with women.
METHODOLOGY
The 2014
We invite applications from for-profit companies that have at least 1,000 U.S. employees as well as two women on their boards of directors. (Nonprofit companies are welcome to apply for the separate NAFE Top 10 Nonprofit Companies list.) The 2014 company profiles are culled from submitted applications and reflect 2012 data.
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Copyright: | (c) 2014 Working Woman |
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