Best Companies Profiles

The 30th class of winning companies has raised the bar higher than ever when it comes to supporting parents: New moms get an average of eight weeks of fully paid maternity leave, three quarters of employees use flextime, and almost half of all new hires last year were women.

A.T. Kearney Chicago, IL

MANAGING PARTNER & CHAIRMAN Johan Aurik

PARTNER & GLOBAL HR LEAD Phil Morgan

Figuring out what works best for the team might be the secret to this global management consulting firm's success. Flexible schedules and career paths are popular here, and in 2014, management added a formal program that facilitates discussions between colleagues about how, when and where they prefer to work-encouraging groups to adopt mutually desirable arrangements. Primary caregivers who give birth or adopt a child get two to 10 fully paid weeks offand may return to work on a reduced schedule or stay home for the rest of the year at 20% salary (with full benefits). Sponsorship propels female leaders.

Abbott TOP 10 H Abbott Park, IL

CHAIRMAN & CEO Miles D. White

EXECUTIVE VP, HR Stephen Fussell

Great work life programs make this health care company shine. Its free wellness coaching recently helped Cheryl Baranowski, a senior project manager, lose 65 pounds (and run a marathon!). Its fantastic resource and referral services guided Anne Genschaw, a senior professional for quality, through a complicated family crisis. Its alternative work options have given Liz Cushman, divisional VP and associate general counsel, more quality time with her three kids. There's a day care center at HQ, and discounts are available at local child care facilities; lectures and webinars address special needs. Adoption aid is $20,000 per child (up from $10,000 in 2013), and fertility treatments are covered to $50,000.

AbbVie North Chicago, IL

CHAIRMAN & CEO Richard Gonzalez

SENIOR VP, HR Timothy Richmond

Big things are happening at this biopharmaceutical company, which recently expanded its employees' paid holidays, vacation and parental leave; intensified support for nontraditional work schedules and on- and off-ramping; and appointed 104 "cultural ambassadors" to promote flexibility. Management says it values workers' contributions more than the hours they work-and Jennifer Clark, assistant director of operations, has seen this firsthand: "If I worked for a less supportive company, 2014 could have been the worst year of my career," says the mom of one, who took time offto care for an ill son (yet aced her annual review and earned an award). "Instead, it was my strongest."

Accenture New York, NY

CHAIRMAN & CEO Pierre Nanterme

CHIEF HR OFFICER Ellyn Shook

Out-of-town travel to work with clients is a reality for many employees at this management consulting, technology services and outsourcing company. To make sure everything flows smoothly, their employer provides them with numerous flexible work arrangements. Back at the office, everyone can also work remotely, job-share, or compress, reduce and flex their hours. Full-time workers get an average of 25 days of paid time offannually, along with up to two weeks of job-guaranteed unpaid days offto use as they like. Earlier this year, the company doubled parental leave for new moms, who can now take up to 16 fully paid weeks off.

ADP Roseland, NJ

PRESIDENT & CEO Carlos Rodriguez

CHIEF HR OFFICER Dermot O'Brien

The average tenure of an associate at this human capital- management company is 17 years, a staggering length of time that makes sense considering what it offers its workforce. Its largest offices variously provide access to affordable child care services, medical clinics, wellness facilities and/or weight-loss and fitness centers. Free travel, financial and home-buying assistance are widely available. On a regular basis, 20% of people also work from home: "It allows me to be a 'working mom' and a 'stayat- home mom,'" says senior account manager Megan Matthews, who has one child. In 2014, women earned 60% of all promotions to manager and executive; nearly half used flex schedules.

The Advisory Board Company Washington, DC

CEO Robert Musslewhite

CHIEF TALENT OFFICER Mary Van Hoose

Colleagues get fit together at this technology, research and consulting firm, which boasts an on-site gym at headquarters; hosts workout classes, running clubs and 5K races; and grants everyone 10 paid hours offeach month just to exercise. Once a season, people enjoy email-free four-day weekends. If they need to scale back on work further, they can lessen their assignments, responsibilities or hours without impacting promotions or earning potential. Mom of two Brandi Greenberg, managing director of the Research and Insights division, works part-time. Like many here, she says: "I've been able to maintain a challenging career and be the parent I want to be."

Allianz Life Insurance Company of North America Golden Valley, MN

PRESIDENT & CEO Walter White

SENIOR VP & CHIEF HR OFFICER Suzanne Zeller

Money-minded moms like working for this financial services company, which annually offers them $5,250 in tuition aid, a 401(k) with 7.5% salary match and up to $1,200 in HSA contributions. In hard times, they can request $5,000 in grants to cover their medical or living expenses and take 20 extra paid days off. It costs $40 per day, on average, to use the day care at headquarters, which serves 100 kids. "It's invaluable," says general counsel Gretchen Cepek, whose 3-year-old son attends. At that same site, a gym offers exercise classes ($20 per month); active employees can earn medical premium discounts worth $300 to $600 per year.

Allstate Insurance H Northbrook, IL

CHAIRMAN & CEO Thomas Wilson

EXECUTIVE VP, HR Harriet Harty

Stress in the workplace is an area of concern for this property and casualty insurer. To enhance its employees' quality of life, it maintains a day care facility and medical clinics at its largest sites and offers a twice-daily shuttle to a fitness center near HQ. Alternative schedules and seminars on optimism, mindfulness and meditation keep things positive. Affinity groups address issues important to women and parents. Many workers praise their managers' compassion: "In 29 years, leaders have never balked when I had to leave early for a kid's conference, ball game or performance," says Rhonda Lowe, a regional claim leader and mom of four. "That's the culture here."

American Express H? New York, NY

CHAIRMAN & CEO Kenneth Chenault

EXECUTIVE VP & CHIEF HR OFFICER Kevin Cox

Family-friendly benefits help this global services company stand out. Its employees have access to 12 fully paid weeks of maternity leave, $10,000 in surrogacy and adoption assistance, subsidized backup dependent care, and free elder care assessments. In 2014, 40% of the population used some form of alternative work arrangement; those who work off-site may particularly enjoy the employer's virtual health and finance coaching services. Anyone can apply for a role on the Project Resource Team, which offers flexible positions that can lead to big jobs. "It's hard to imagine working here, or anywhere else, if not for this program," says senior manager Beatriz Leon, a first-time mom.

AOL New York, NY

CHAIRMAN & CEO Tim Armstrong

CHIEF PEOPLE OFFICER Theresa Zandhuis

When it comes to having kids, every parent knows to expect the unexpected-and management at this media technology company knows it, too. It connects pregnant employees with prenatal guidance and lactation counseling via its WellBaby program, runs its own on-site child care center (while also providing local day care discounts and inexpensive backup care) and grants its benefits-eligible employees seven sick days annually, as well as 10 paid days offthat they can use just to tend to ill family members. Quiet on-site nap rooms offer moms a sanctuary when they run out of steam.

Arnold & Porter H Washington, DC

EXECUTIVE DIRECTOR Elizabeth Respess CHIEF HR OFFICER Janet Robin

Directed by chairman Thomas H. Milch and three female partners, this law firm's Women in Leadership Initiative ensures that women attorneys receive equal consideration when it comes to heading client teams, making equity partner and earning critical career opportunities. Members meet with management quarterly to evaluate progress in those areas and assist junior women in developing long-range business plans. Flexible schedules help many attorneys meet their obligations; so does the firm's famously generous parental leave, which allows primary caregivers to take a full year of job-protected time offafter a birth or adoption, with at least 18 weeks fully paid.

Astellas Pharma US Northbrook, IL

CEO Masao Yoshida

SENIOR VP, HR & CORPORATE ADMINISTRATION Collette Taylor

Sandwich-generation employees appreciate this pharmaceutical company's StarLife Family Care Solutions program, introduced in October 2014, which connects them (at no cost) with babysitters and nannies, child care centers, college coaches, elder care experts, and legal, financial and health advisors. To get advice from others who've been in their shoes, they can also speak with colleagues in the company's seven new employee resource groups. Women may take 14 job-guaranteed weeks offfor maternity leave (eight partially paid), and phase back to work for two weeks. Adoptive moms get two fully paid weeks offand up to $12,000 in aid. Every Friday, year-round, the workweek ends at noon.

AstraZeneca Wilmington, DE

EXECUTIVE VP & PRESIDENT, US Paul Hudson

VP, US HR Laura Mably

Conversations about day care, area schools and kid-friendly activities bubble over at the meetings of this biopharmaceutical company's Working Parent Network, where mothers gather to share their best advice about career and family life. Employees need to put in only 18.75 hours of work per week to earn full benefits here (at present, 13% of them work part-time). Flextime, telecommuting and summer hours are increasingly common, and the main office closes from Christmas to New Year's Day. Wellness coaches show everyone how to shed pounds and manage health issues. Special webinars explore finances, stress and a host of other useful subjects.

Avon Products New York, NY

CEO Sheri McCoy

SENIOR VP, HR & CHIEF HR OFFICER Susan Ormiston

Women who are looking to expand their families can get an assist from this direct-sales beauty company, which will cover 100% of their maternity delivery bills, $10,000 in adoption aid and up to $114,000 in IVF expenses. The employer's Rye, NY, site supports its own day care, which serves 55 kids (cost: $68-$82 per day); at other locations, workers contact a resource and referral service to find providers or utilize subsidized backup or sick-child care ($15 per day). Employees' college-age children can win scholarships worth $12,000 to $20,000 over four years. Formal flexible work options are being rolled out company-wide, and office "serenity rooms" provide peace.

Bain & Co. Boston, MA

WORLDWIDE MANAGING DIRECTOR Bob Bechek

PARTNER & CHIEF TALENT OFFICER Russ Hagey

Developing executive talent is a priority for this management consulting firm. Its Global Women's Leadership Council (working closely with its women's network) implements training programs, workshops and events that help female employees advance. For many, sponsors are vital. Principal Lori Estiverne, a mom of one, is paired with a female partner in her office: "She helps me think through what I want to get out of my career, and how to achieve that," she says. Consultants may tap two years of tuition aid for graduate school, and customized work arrangements are available. Moms enjoy dedicated affinity groups, 12 fully paid weeks of maternity leave and access to unlimited sick or personal days.

Bank of America H? Charlotte, NC

CEO Brian Moynihan

GLOBAL HEAD OF HR Andrea Smith

No one understands what a parent goes through better than another parent. To help first-timers successfully navigate the birth or adoption of a child (and the inevitable return to work), this bank's Parents and Caregivers Network connects them with more-experienced moms and dads, who can speak to the reality of attaining work life balance. Eligible employees may also request up to $2,880 in child care reimbursements annually, and up to 40 days of subsidized backup care are available per year. "It's wonderful to have that care at my fingertips," says Sara Bloomquist, a communications manager and mom of two. Women enjoy a dozen dedicated leadership programs, conferences and groups.

Baptist Health South Florida H Coral Gables, FL

PRESIDENT & CEO Brian E. Keeley

CORPORATE VP & CHIEF HR OFFICER Adriene McCoy

If chasing the kids around is your idea of exercise, consider working for this health care organization. Moms get their groove on at 10 on-site gyms and 112 free community fitness classes, and can apply for the one-year My Unlimited Potential program, which offers free personal training, nutrition consultations and health-management services. Children build good habits in Families Step Up, an obesity-fighting initiative led by a therapist, a dietitian and an exercise physiologist. "It gives my kids the power to make the right choices even when I'm not around," says mom of three Brenda Dalie, a recruiter. Flex schedules and four on-site day care centers free up time for working out.

Barclays New York, NY

EXECUTIVE CHAIRMAN John McFarlane

GROUP HR DIRECTOR Irene McDermott Brown

What makes a work environment truly sustainable? For this financial services provider, it's encouraging employees to adopt alternative work arrangements, ensuring that those with reduced hours are not denied opportunities and emphasizing that promotions are based on skill, not schedule. At least 8,500 senior leaders here have been trained to identify and mitigate bias toward employees using flexible work options. New moms receive 16 fully paid weeks offafter a birth or adoption, plus $10,000 in adoption aid. Transition coaching and infant and backup care are available, as are unpaid leaves lasting 12 weeks.

BDO USA Chicago, IL

CEO Wayne Berson

CHIEF PEOPLE OFFICER Catherine Moy

It's been a decade since this accounting and consulting firm founded its influential Women's Initiative, a reliable source of formal mentoring, networking, sponsorship and training for female employees. In 2014, 42% of all newly elected partners here were female, an all-time high. In fact, the percentage of women in the partnership has nearly doubled since 2005. Intriguing programs for leaders emphasize energy management, work-family balance, and the importance of taking vacation (employees earn 16 to 28 days of paid time offper year). Primary caregivers receive nine fully paid weeks offto welcome a child, and leave coaching is being piloted. Newly promoted managers attend flexibility workshops.

Blue Cross Blue Shield of North Carolina Durham, NC

PRESIDENT & CEO J. Bradley Wilson

SENIOR VP & CHIEF HR OFFICER Fara Palumbo

Keeping children entertained when school's out for the summer can feel like a full-time job-so employees in Durham, NC, were thrilled when this health solutions company launched day camps for kids under age 12 last year. Now parents can work happily while their little ones enjoy arts and crafts, play sports, and take trips to local museums, gardens and swimming holes. Babysitting evenings held on-site also give Mom and Dad time alone, and up to 25 days of infant transition care or backup child care are available annually. Those who scale back their hours (with management's approval) won't injure their chances for promotion. New "Lean In" circles spur achievement.

Boehringer Ingelheim USA Ridgefield, CT

PRESIDENT & CEO Paul Fonteyne

SENIOR VP, HR Jamie Eden

Leadership initiatives abound at this biopharmaceutical company, where women head 42% of all business units with more than $1 billion in annual revenues. Executives with young families frequently utilize the child care center at HQ, open from 6:30 a.m. to 6:30 p.m. to accommodate 176 kids for full- and part-time and before- and after-school care. In 2014, 80% of workers adjusted their schedules to meet their needs, while 69% telecommuted and 30% compressed their workweeks. The Ridgefield, CT, office- known as Workplace of the Future-provides a fully equipped home base for mobile, resident and visiting employees, giving them the option of dropping in or working remotely as desired.

Bon Secours Virginia Health System H Richmond, VA

CEO Peter Bernard

VP, HR Jim Godwin

Full of valuable insights, the Love and Learn classes taught by experts at this health care system cover 50-plus areas of interest to parents (and those in training to be), exploring everything from fertility-boosting techniques to delivering twins and triplets and budgeting for babies. Workers rely on the organization's three on-site day care facilities, local child care discounts, and subsidized sick-child and backup care. At least 80% flex their hours, while 45% compress their schedules. Free sessions with expert coaches bolster mental and physical health; new resource groups serve young professionals and military families. In 2014, 50 moms who'd lefttheir jobs here years ago opted to return.

Booz Allen Hamilton H McLean, VA

PRESIDENT & CEO Horacio Rozanski

EXECUTIVE VP & CHIEF PERSONNEL OFFICER Betty Thompson

Marking its 100th anniversary in 2014, this strategy, technology, engineering and technical services firm remains focused on the future. Its Women's Agenda-an advancement-oriented initiative- generates programs, policies and opportunities that drive the development of female employees; last year, it also helped them earn 51% of available principal promotions. Flexible schedules, telecommuting options and job-guaranteed leaves aid retention. An in-house program called Comeback Kid rehires firm alumni. The new PowerUP campaign brings treadmill and standing desks to offices, hosts walking challenges and facilitates fun wellness activities (everything from breakdancing to cooking lessons).

The Boston Consulting Group Boston, MA

PRESIDENT & CEO Rich Lesser

GLOBAL PEOPLE TEAM LEADER Matt Krentz

Growing at a rapid clip, the U.S. offices of this management consulting firm have (in the past five years) witnessed a 70% increase in the number of female consultants they employ. To serve the needs of this demographic, the firm offers a multifaceted women's network, six annual professional conferences for women and a working mothers' group (with "mother champions" in every location). Project teams often arrange individualized schedules for their members; under the new Time for You initiative, consultants may take unpaid eight-week leaves (with full benefits) to pursue personal interests. Regular paid sabbaticals are available to partners who've spent five years with the firm.

Bristol-Myers Squibb H New York, NY

CEO Giovanni Caforio, MD

HEAD OF GLOBAL HR Ann Powell Judge

Adopting a child can be a challenging process for parents-to-be, fraught with costs and complications. To help out employees who engage in the endeavor, this biopharmaceutical company will reimburse up to $5,000 in expenses associated with any adoption (or $7,500 for a child with special needs) and provide parents with four fully paid weeks off. (New foster parents get a fully paid week off, too.) Sliding-scale fees and subsidies are available at the employer's five child care centers. Free counseling and resource and referral services provide additional guidance to anyone who has questions about adopting, and a new adoption network brings parents together.

CA Technologies New York, NY

CEO Michael Gregoire

VP, HR Beth Conway

Leaders at this IT management software and solutions company have a natural level of comfort with modern technology, which plays to employees' advantage when it comes to on-the-job flexibility. At least 30% of the workforce here formally telecommutes or works from home full-time, using systems that allow access to office computers, phones and files from afar. Should parents have a child who is unwell, they can take up to eight paid illness days offto look after him or her. On-site sick, nap and lactation rooms along with unlimited vacation time grant employees relief. In a recent internal survey, 93% of female respondents said management supports work life balance.

Capital One Financial McLean, VA

CHAIRMAN & CEO Richard Fairbank

CHIEF HR OFFICER Jory Berson

Coaching, sponsorship and development initiatives improve the career prospects of women at this bank, as does a dedicated network with 14 U.S. chapters and a new program for those in technical roles. Leaders interview female execs about their experience in a bid to boost engagement and retention. Flex options, work-from-home positions and subsidized backup care (extended to all associates in 2014) are widely enjoyed. Managers can customize employees' schedules when needed; for senior communications manager Sarah Brown, whose son has Down syndrome, that's been a huge help: "They've let me reduce and adjust my hours so I could give him the love and support he needs," she says.

Cardinal Health Dublin, OH

CHAIRMAN & CEO George Barrett

CHIEF HR OFFICER Carole Watkins

Maximizing income is a concern for everyone these days. This health care services company addresses that by providing its employees with subsidized gym memberships and backup care, free retirement seminars, college tuition aid guidance, and financial incentives that encourage health and well-being (78 offices also have "healthy lifestyles champions"). To promote the use of flexible schedules, the company recently trained a select group of managers and human resources reps to better understand the business case, citing examples of departments employing them successfully and detailing their options. An eight-chapter women's network facilitates cultural changes that support female leadership.

Children's Healthcare of Atlanta Atlanta, GA

PRESIDENT & CEO Donna Hyland

CHIEF ADMINISTRATIVE OFFICER Linda Matzigkeit

It's hard not to be amazed by all that this pediatric health system offers, from three near-site child care centers, subsidized backup care, and lactation rooms with expert consultations to same-sex domestic partner benefits, family wellness programs and mommy meditation classes. Compressed schedules and telecommuting arrangements have grown increasingly common. Up to $5,000 in annual tuition aid helps workers obtain education. The compassionate culture stands out, too, reflects assistant nurse manager Jill Olney, a mom of three who once lefthere for a job with a shorter commute but was back within five years. "It was like coming home to family," she says.

Citi H? New York, NY

CEO Michael Corbat

MANAGING DIRECTOR & SENIOR HR OFFICER Michael Murray

Encompassing a wide range of work styles and arrangements, the new Citi Work Strategies Program at this financial services company helps employees find the right solution for any situation. In 2014, 27% of people here had a flexible work plan; the majority of those who do tend to adjust their hours, telecommute or work remotely. Parents take advantage of eight companysubsidized day care centers, nationwide dependent care discounts, college coaching and backup care services (recently extended to cover adults); after a birth or adoption, they get two to eight weeks offat full pay. Dedicated leadership initiatives, 107 networks and formal mentoring aid women's development.

Colgate-Palmolive H New York, NY

CHAIRMAN, PRESIDENT & CEO Ian Cook

SENIOR VP, GLOBAL HR Daniel Marsili

College-coaching programs offer relief to anxious parents at this consumer products company, connecting them with counselors who'll examine their teenagers' options, applications and potential expenses. "As a single mother, I was nervous about the process," recalls Jennifer Perue, a human resources specialist and mom of one. "But after the support we received, my daughter was accepted to all five of her colleges." Day care discounts, backup care services and caregiver referrals (for babysitters, tutors and more) aid those with younger kids. New lactation rooms and nursing assistance at headquarters' health and wellness center make returning to work post-baby more relaxing.

Credit Suisse New York, NY

CEO, AMERICAS Robert Shafir

MANAGING DIRECTOR & HEAD OF HR, AMERICAS Robert Basso

What mom doesn't want to save time at her job? The Smart Working program that debuted at the U.S. headquarters of this financial services firm in 2014 aims to increase employee productivity by providing office areas that support solo work, team meetings, mixed-group collaborations or other work styles. Every floor of the main building is designed to include individual lactation rooms that serve women with infants and toddlers, many of whom might be phasing back into their jobs after taking 12 fully paid weeks off. Special mentoring, assignments and contacts are offered to stay-at-home moms reentering the workforce. Paid sabbaticals are provided to full-timers every five years.

Deloitte TOP 10 H New York, NY

CEO Cathy Engelbert

CHIEF TALENT OFFICER Mike Preston

History was made this past March when this professional services firm named Cathy Engelbert its CEO. As the first woman to assume that position at one of the Big Four, she's an example of how far female employees can go here, backed by a 22-year-old women's network, dedicated development programs and flexible work options. Many women consult their teams to safeguard personal time, and adjust their hours for fit, whether that means moving away from client-facing roles, ramping their routines up and down or connecting with the firm as contractors. "We strive to foster a culture where people have the confidence to ask for flexibility when they need it," affirms Engelbert, a mom of two.

Diageo North America Norwalk, CT

PRESIDENT Larry Schwartz

EXECUTIVE VP, HR & LEGAL Tara Hunt

Managers are trained to build an inclusive environment at this spirits, beer and wine company, where an internal rewards team annually reviews the total compensation allotted to female employees and ensures that it's comparable to the amount received by their male counterparts. In accordance with the company's global goal of 30% female representation at the VP level and above, leaders carefully track the progress of women and require incoming talent slates to be diverse; a new mentoring program develops emerging female managers. Compressed schedules and remote work options buoy busy moms. Adoption aid is worth $7,000 per child (up from $4,000 in 2013).

Discovery Communications H Silver Spring, MD

PRESIDENT & CEO David Zaslav

CHIEF HR & GLOBAL DIVERSITY OFFICER Adria Alpert Romm

With 50-plus offices worldwide, this media company certainly has no shortage of career opportunities for female employees, who comprise 54% of its senior managers and 48% of executives. Equally attractive is its emphasis on workforce wellness, an outgrowth of its longtime support for flexible schedules (85% of employees will use them while here, and four-week sabbaticals are also available). Its five in-house medical centers have been visited more than 90,000 times since 2004. Parents can access a day care at headquarters, tap $10,000 in adoption or surrogacy assistance and enjoy family-centric resource groups. New in 2014: WLN Connect, a mentoring program for female hires.

The Dow Chemical Company Midland, MI

PRESIDENT, CHAIRMAN & CEO Andrew N. Liveris

CORPORATE VP, HR & AVIATION Johanna Söderström

Just 28% of employees at this science and innovation company are female, but they're well-served by its extremely active Women's Innovation Network and dedicated leadership forums and sponsorship programs. Maternity leave is six fully paid weeks, while adoption leave is four, with $3,000 in aid ($4,000 for sibling adoptions). After their children arrive, mothers have the flexibility to work part-time for 12 weeks, if they like. Private on-site lactation rooms facilitate breastfeeding, and anyone needing to tend to a sick child can take at least five paid days off. On-site fitness facilities and wellness programs add pep to the workday.

Dow Corning Midland, MI

CHAIRMAN, CEO & PRESIDENT Robert Hansen

SENIOR VP & CHIEF HR OFFICER Mike Conway

Testimony from employee moms speaks volumes about this silicone supplier. Senior human resources generalist Lindsey Walters has compressed her schedule for years (like 26% of people here), and earned four promotions. Science & Technology technician Roxanne Haller reduced her hours 40% while battling breast cancer and had "complete flexibility to do what I needed," she recalls. Jodi Dudley, director of Global Shared Services, says the company supported her through a child's illness, a request for domesticpartner benefits (now available) and a master's degree (covered by tuition aid worth up to $45,000). Flexible parental leaves, subsidized backup care and autism-therapy coverage help others.

DuPont H? Wilmington, DE

CHAIR & CEO Ellen Kullman

SENIOR VP, HR Benito Cachinero-Sánchez

In an exciting announcement made earlier this year, this science company gave all of its employees with at least a year of service an extra week of vacation annually, which increased their leave to 15 days (or more) from 10. For parents, it also recently introduced priority access and 10% offtuition at two nationwide child care chains, plus discounts at a day care center just two miles from its new corporate center. Office workers with little ones at home can try telecommuting (which 50% of them currently do) or work remotely (as 20% do); official policy states that using flexible work options will not diminish one's earnings or future career prospects.

Eli Lilly and Company H Indianapolis, IN

CHAIRMAN, PRESIDENT & CEO John Lechleiter, PhD

SENIOR VP, HR & DIVERSITY Stephen Fry

Magic happened at this pharmaceutical company's HQ a few years ago when nine marketing employees got pregnant around the same time. Today, they are the proud members of a mothers' network called the Bump Group-and, like many here, appreciate their employer's two on-site child care centers, reduced schedules and general support. "If I have to leave to care for my baby, no one asks me, 'Where are you going?'" says brand manager Windy Szalkowski, a mom of three. "They know I am going to get my job done." Career advice for those with children can be obtained via the Lilly Women's Network, which hosts mentoring programs, speaker events and conferences with female leaders.

EY TOP 10 H New York, NY

AMERICAS MANAGING PARTNER Steve Howe

AMERICAS VICE CHAIR, TALENT Carolyn Slaski

This professional services firm's global chairman and CEO, Mark Weinberger, is an outspoken advocate for flexibility in the workplace and frequently emphasizes the need to prioritize family time. Employees here are accordingly encouraged to use alternative schedules (as 95% of them did on a daily basis in 2014) and to establish with their teams blocks of time during which they will not be contacted about work. The massive redesign of 140-plus offices worldwide promotes efficiency and highlights mobile or remote work and videoconferencing as ways to reduce travel. New mothers may take six to 14 fully paid weeks off, and transition coaching is available.

Finnegan, Henderson, Farabow, Garrett & Dunner Washington, DC

MANAGING PARTNER James Monroe

CHIEF HR OFFICER Dawn Ibbott

Progress is being made for women at this law firm, where they represented 50% of all newly elected partners in 2014, up from 45% the year before. Career coaching, extensive tuition aid and compassionate policies help retain female associates. New moms earn 12 to 18 fully paid weeks of maternity leave and can phase back into their jobs. Attorneys may use a child care center near HQ for up to four months at subsidized rates; as their kids grow, they can adopt a 60% to 80% schedule (with benefits) and stay on the partnership track. Mothers chair the firm's management committee and its litigation and patent-office practice sections.

FINRA Washington, DC

CHAIRMAN & CEO Richard Ketchum

DIRECTOR, HR DIVERSITY & WORKLIFE Audria Lee

Inspiration was the order of the day at the inaugural Women's Leadership Forum hosted by this independent securities regulator in 2014, which featured longtime industry expert Shelly Lazarus, a member of its board of governors, sharing her career strategies with 100 female employees. Seeking the same kind of input from their colleagues, 38% of people here have joined one of eight internal resource groups, which include segments for women, parents, and multicultural and LGBT individuals, among others. Senior leaders mentor high-performing workers in two initiatives. Work life questions can be answered by health advocates, resource and referral services or the employee assistance program.

First Horizon National H Memphis, TN

CHAIRMAN, PRESIDENT & CEO D. Bryan Jordan

CHIEF HR OFFICER John Daniel

Over the past five years, the number of female executives and senior leaders at this financial services company has risen by 50%. For many, that advancement has been aided by $3,500 in annual tuition assistance, gender-specific development programs and the efforts of a committed women's network. Employees who are in the midst of their careers often sign up for "primetime schedules," which allow them to work 20 hours per week with full benefits; those nearing the end of their tenure may opt to phase out their retirement over three years. The company savings plan offers a 100% match on the first 6% of salary and can be vested at any time.

Freddie Mac McLean, VA

CEO Donald H. Layton

SENIOR VP, HR, DIVERSITY & INCLUSION & CDO Dwight Robinson

Talk about making an impact. Last September, this secondary mortgage market company officially launched its Working Parents resource group at HQ; by May, its 274 members were already gathering at monthly mothers' lunches; hosting parenting panels, summer camp expos and special-needs workshops; clarifying policies on maternity leave with newly created brochures; and helping to introduce three weeks of paid paternity leave. Moms say the group offers valuable guidance on kidrelated matters; to juggle their responsibilities, members might adopt flexible career paths or use subsidized backup care. Special events honor (and recruit) women reentering the workforce.

GE Fairfield, CT

CHAIRMAN & CEO Jeffrey Immelt

SENIOR VP, HR Susan Peters

How much time would you take offfrom work if you could? That's the question facing 28,000-plus senior professionals and executives at this diversified technology and finance company, who recently learned they no longer needed to abide by vacation, personal or sick time limits but could instead work with their managers to take the time they required. The majority of salaried employees also just scored extra paid parental leave, which rose to six fully paid weeks offfrom two (and may be combined with short-term disability and up to four weeks of unpaid leave). Coming up next: expanded child care offerings and parent-coaching networks.

Genentech H South San Francisco, CA

CEO & HEAD OF NORTH AMERICAN COMMERCIAL OPERATIONS Ian Clark

VP, HR & REGIONAL HR HEAD, NORTH AMERICA Nancy Vitale

Mindfulness classes, meditation sessions and wellness courses keep moms focused at this biotechnology company, where an on-site fitness facility (with sauna, steam room, massage and personal training) and numerous special-interest clubs engender a fun atmosphere. Flexible hours and workspaces are popular, and everyone gets a fully paid six-week sabbatical every six years. Women now earn up to 12 fully paid weeks offafter giving birth (versus six in 2014); secondary caregivers (including domestic partners) recently scored six paid weeks off(up from one). The number of women eligible for senior leadership roles here has tripled since 2010.

General Mills TOP 10 H Minneapolis, MN

CHAIRMAN & CEO Ken Powell

SENIOR VP, HR Jacqueline Williams-Roll

Work Flex is this food manufacturing company's approach to helping employees make the most of the time they have, in the office or at home. According to internal surveys, 6% of its salaried workers job-share or work part-time, while 19% telecommute regularly, and 33% flex their schedules (another 63% of people use these last two options on a more occasional basis). Every seven years, nonproduction employees earn an unpaid sabbatical lasting four to 12 weeks. New moms can phase back into their jobs after giving birth by reducing their hours for eight weeks; at HQ, people compress their weeks during the summer to leave work early on Fridays.

Goldman Sachs New York, NY

CHAIRMAN & CEO Lloyd Blankfein

EXECUTIVE VP & GLOBAL HEAD OF HUMAN CAPITAL MANAGEMENT Edith Cooper

Starting a family? Help is easily obtained when you work at this financial services firm. In 2014, it piloted wellness and nutrition courses for expectant and new moms at its New York City site, consulted with managers across all offices on parental leave transitions and relaunched its eight-year-old maternity-mentoring program. Primary caregivers can take 16 fully paid weeks offafter a birth, surrogacy or adoption, and tap $5,000 if adopting an unrelated child ($6,000 if the child has special needs). At least 20 days of backup care are available per dependent annually. Seminars cover pediatric diet, toy shopping, kindergarten prep and more.

Grant Thornton Chicago, IL

CEO Mike McGuire

CHIEF PEOPLE & CULTURE OFFICER Pamela Harless

Shortly after being named CEO of this professional services firm in June 2014, Mike McGuire appointed three women to his senior leadership team, quickly increasing its female representation to 30% from 14%. New coaching circles, $10,000 in annual tuition aid and a women's network are currently helping the next generation of female leaders advance. Flexible schedules, available for a decade in the U.S., are expanding worldwide. Manager Elanit Jakabovics, a mother of two, works four days a week so she can find a little extra time to volunteer. "It helps me give back," she says. The firm's first National Day of Service, held last year, rallied employees' support for the nonprofit Feeding America.

Horizon Blue Cross Blue Shield of NJ Newark, NJ

CHAIRMAN, PRESIDENT & CEO Robert Marino SENIOR VP, HR Margaret Coons

Completing personal tasks is a snap at this health insurer's six offices, many of which operate their own medical clinics, pharmacies and labs, and fitness and/or day care centers. To get even more done, 49% of employees here work from home full- or part-time, among them administration director Brigitte Kirk, a mom of four children under age 10. Her regular telecommuting arrangement comes in especially handy when (as so often happens with young kids) she gets a call from the school nurse. "I can pick up a sick child in 10 minutes," she says. Women earn 39% of the organization's top salaries. Membership in the Women LEAD affinity network has risen 50% since 2013.

HP H? Palo Alto, CA

CHAIRMAN, PRESIDENT & CEO Meg Whitman

EXECUTIVE VP, HR Tracy Keogh

Workers at this technology company can handle anything that comes their way, thanks to a bevy of useful services. If a snowstorm hits or the babysitter goes missing, they can take little ones to a local backup care center or call providers to their homes (free up to 10 days per year). If they suddenly have a personal health emergency, they can head to any of their employer's three on-site medical clinics, arrange a phone consultation with a nurse, or contact health advocates who'll parse treatments and claims. For help with all other matters, they may connect with the company's concierge service, or even sign up for resilience coaching.

IBM TOP 10 H? Armonk, NY

CHAIRMAN, PRESIDENT & CEO Ginni Rometty

SENIOR VP, HR Diane Gherson

Boasting 20,000-plus members worldwide, the Super Women Group at this technology company intensifies the bond between female employees at all levels, who connect over virtual chats, networking breakfasts, lunch-and-learns, speed mentoring, yoga sessions and myriad other activities. Its conference calls with coaching professionals draw hundreds to topics such as Making Yourself a Priority and How to Develop Skills When You Have a Busy Day Job; on the local level, member moms discuss day care, adoption aid, play dates and more. There are more than 20 additional business resource groups devoted to women here. Child care discounts, college coaching, test prep services and lactation rooms aid parents.

Intel Santa Clara, CA

CEO Brian Krzanich

SENIOR VP & DIRECTOR, HR Richard Taylor

Few phrases liftthe spirits of a working woman more than "paid sabbatical." In 2014, this technology company made many of them happy by announcing that employees could now take four weeks offafter four years' tenure or (per tradition) continue to take eight weeks offafter their seventh year. Expectant moms can combine this time with their maternity leave (six weeks), bonding leave (eight weeks), annual vacation (three weeks) and/or unpaid leave. "I was gone for nearly seven months," says Ellen Powers, a senior information security communications manager, about the birth of her second child. Parents enjoy a dedicated network, pregnancy parking spots, and new or remodeled lactation rooms.

Johnson & Johnson H? New Brunswick, NJ

CHAIRMAN & CEO Alex Gorsky

WORLDWIDE VP, HR Peter Fasolo

With its Energy for Performance in Life program, this health care company provides multiday training to employees around the world, showing them how to manage and expand their energy to boost stamina. Developed by the Human Performance Institute (one of the J&J Family of Companies), the program explores how factors like nutrition, sleep, movement, stress, emotion, relationships, and self-concept influence or diminish energy and performance. To help workers achieve additional goals, management offers flexible work options, seven on-site day care centers and generous parental leave. Earlier this year, full medical coverage was made available to all employees, regardless of hours worked.

JPMorgan Chase H New York, NY

CHAIRMAN & CEO Jamie Dimon

DIRECTOR, HR John Donnelly

Redefining what's possible captures the imagination of execs at this financial services firm. CFO Marianne Lake and Asset Management CEO Mary Erdoes (both moms) sponsor the Women on the Move initiative, which has enabled senior leaders in 21 countries to address 5,200-plus female employees about career development. In the U.S., it has also spawned 70 "Lean In" circles and a maternity-mentoring pilot. Now spreading firm-wide is a reentry program for women who've taken extended time offto care for family. A six-month Technology Emerging Leaders initiative propels women in IT. Parents access 13 on-site child care facilities, nine near-site day care centers and nationwide care discounts.

Katten Muchin Rosenman Chicago, IL

CHAIRMAN Vincent Sergi

DIRECTOR, HR Gaye Bartulis

Fostering the advancement of women is a primary objective for this law firm, which identifies female attorneys who could be candidates for top positions, includes them on its highest-profile teams, and provides them with formal business development and leadership coaching. Many of these women are able to work remotely or flex their hours to accommodate their needs, and those who are caregivers can use subsidized backup dependent care (30 hours per year) to fill in any gaps. The firm's Women's Leadership Forum recently began hosting monthly lunches for moms in all major offices; new-parent career coaching, available to women going on maternity leave, was piloted this past spring.

Kellogg Battle Creek, MI

CHAIRMAN & CEO John Bryant

SENIOR VP, GLOBAL HR Samantha (Sammie) Long

Prospective mentors are everywhere at this consumer goods company, where 33% of all executives and 42% of board of directors members are female. For those on their way up, it's especially heartening to encounter high-ranking leaders like Wendy Davidson, who, in addition to raising two children, serves as the president of Kellogg Specialty Channels. The Women of Kellogg network brings together employees from across all business units for education and training; the Women in Supply Chain council helps broaden the influence of women in manufacturing, distribution and support services roles. Tuition aid worth $10,000 annually prepares many for the executive pipeline.

KPMG TOP 10 H New York, NY

CHAIRMAN & CEO Lynn Doughtie

VICE CHAIR, HR & COMMUNICATIONS Bruce Pfau

The Managing Career Life Strategies program at this audit, tax and advisory services firm asks female senior associates to pinpoint their career goals, evaluate paths to success and create action plans. If having kids is part of their outlook, they may tap 16 weeks of fully paid maternity leave or 12 weeks of fully paid adoption leave, plus $10,000 in adoption aid per child. Transition coaching guides many new parents, who also enjoy paid sabbaticals, summer weekend hours and 28 to 41 paid days offannually. Under a new policy, anyone taking a leave of absence for six weeks or longer will receive a future performance rating equal to or greater than their last one.

LEGO Systems Enfield, CT

PRESIDENT Søren Torp Laursen

SENIOR DIRECTOR, HR AMERICAS Mary Sutton

Running together in corporate 5Ks, skiing with their families at sponsored events, grabbing a bite at weekly "moms' lunches" and stretching in office yoga classes, employees of this toy manufacturer are clearly a tight-knit bunch. When it comes to scheduling needs, however, individuality rules. At HQ, full-timers can shifttheir hours within designated periods; part-time work is popular in certain departments (it takes just 20 hours of work per week to earn benefits). Employee relations specialist Meghan Ballard, a mom of one, says support for flexibility makes it easier for her to attend her daughter's activities. "There is an understanding of how important these little moments are," she explains.

L'Oréal USA New York, NY

PRESIDENT & CEO, AMERICAS ZONE Frédéric Rozé

SENIOR VP, HR Sarah Hibberson

Knowing what women want gives this beauty company an advantage when it comes to hiring and retaining employees. In 2014, it delighted moms-to-be by increasing maternity leave to 13 fully paid weeks (from 12) and adding two fully paid weeks of adoption and paternity leave (on top of $5,000 in adoption assistance per child). People may be promoted on return from parental leave, and flex usage-now on the rise-helps many attend to their responsibilities, as does 10 days of backup dependent care per year. Vast development offerings for women include dedicated leadership and mentoring programs, retreats, think tanks, panels and speaker series.

March of Dimes Foundation White Plains, NY

PRESIDENT Jennifer Howse

SENIOR VP, HR Vincent Sampugnaro

Holding down a job while raising kids can be a herculean task, requiring both strength and agility. To celebrate those who do it well, this nonprofit organization annually names one employee its working mother of the year, which comes with $500, a trophy and special in-house tributes. Those who need a little more help accomplishing that elusive work life balance have the opportunity to flex, compress or reduce their hours-as up to 45% of women staffers did here in 2014. Female representation is strong at the top and includes 82% of all senior managers. Excellent parenting benefits provide $5,000 in adoption or surrogacy assistance.

MassMutual Financial Group H Springfield, MA

CHAIRMAN, PRESIDENT & CEO Roger Crandall

EXECUTIVE VP, HR Debra Palermino

Learning comes in many forms at this financial services company, where moms can request up to $5,000 in tuition aid per year to obtain advanced degrees, yet also pursue down-to-earth lessons at seminars on simplifying life, fighting stress and raising healthy kids. To increase their knowledge further, many get involved in their employer's new Parent Community group, which holds monthly discussions on career, family, benefits, emotional health and more. Applause rang out this past July when employees received three fully paid weeks offafter a birth or adoption (to be added to any short-term disability leave); some job-share, flex or reduce their hours to look after new arrivals.

MasterCard Purchase, NY

PRESIDENT & CEO Ajay Banga

CHIEF HR OFFICER Ron Garrow

Baby got a 3 a.m. fever? Parents at this payments technology company can dial up a doctor (or videoconference with one) at any hour via its new telemedicine service, which facilitates instant consultations with MDs who are able to prescribe treatment for colds, allergies, infections and other common medical issues. The company's new infant transition program also gives parents of children less than a year old 10 additional days of backup care annually (for a total of 30), which they may use to call a provider to their homes. Everyone can take advantage of five paid family sick days per year, and an on-site wellness clinic at headquarters keeps moms feeling fine.

McGladrey Chicago, IL

MANAGING PARTNER & CEO Joe Adams

PRINCIPAL & NATIONAL HR LEADER Katie Lamkin

Workplace flexibility takes many forms at this assurance, tax and consulting services firm, where 95% of people worked from home at some point in 2014, and everyone has access to flextime. The FlexYear option allows employees to ramp their hours up and down for extended periods of time; if they need to fully disconnect and recharge their batteries, they can also request leaves of absence for several months. All employees are eligible for up to $1,500 in reimbursements annually to cover dependent care necessitated by travel or overtime work, and child care referrals are also available. New nationwide employee networks focus on women and families.

McKinsey & Co. TOP 10 New York, NY

MANAGING DIRECTOR Dominic Barton

DIRECTOR Michelle Jarrard

Investing more than $100 million in formal training annually, this management consulting firm takes seriously the development of its female employees, who benefit from dedicated leadership and learning programs, experienced-hire workshops, "mini MBA" sessions and courses on cultivating presence. It has recently intensified the offerings of its women's network, stepped up research on female advancement and expanded related mentoring and events. The new Pace program allows consultants to deliberately extend their time on the partnership track (while continuing to pick up career opportunities). Another smart initiative recruits female alumni of the firm for senior roles.

Merck H? Kenilworth, NJ

CHAIRMAN, PRESIDENT & CEO Kenneth Frazier

EXECUTIVE VP, HR Mirian Graddick-Weir

Extensive child care options provided by this health care company are a lifesaver for at least a thousand employee families, who can utilize three on-site day care facilities, access 10% discounts at three nationwide child care chains and tap 10 days of subsidized backup care per child, per year. Women who give birth are eligible for up to six job-guaranteed months off, with at least six weeks fully paid. College coaching and financial aid workshops support employees' older children. In 2014, an estimated 18% of employees worked from home most or all of every week. A dedicated sponsorship program empowers women at the associate VP, VP and executive director level.

MetLife H New York, NY

CHAIRMAN, PRESIDENT & CEO Steve Kandarian

EXECUTIVE VP & CHIEF HR OFFICER Frans Hijkoop

Imagine expecting a child and hearing that you can suddenly spend up to four months at home with full pay (or two months, after an adoption). That's the giftthis financial services provider gave employees in October 2014 when it introduced eight weeks of parental leave for primary caregivers (and two for secondary caregivers), to be added to any existing short-term disability leave. Parents may also combine the new leave with paid time offand/or unpaid time to arrange up to six months away from the office. The Families at MetLife group provides them with an instant community, while the Work-Life ASSIST program can help with personal tasks and find child care or counseling.

Moffitt Cancer Center Tampa, FL

PRESIDENT & CEO Alan List, MD

CHIEF HR OFFICER Mariana Bugallo-Muros

Finding time for grown-up conversation (or romance!) can be difficult for anyone with young kids, but this cancer hospital and research center helps out employees with monthly Date Nights at its child care facility, which provides evening babysitting so parents can connect (cost: $10 per child, or $15 per family, including dinner). The rest of the month, the 130-slot facility remains open weekdays from 6:30 a.m. to 7:30 p.m. to accommodate alternative work arrangements-a smart move, as most of the clinical team members here flex or compress their schedules. Dependent backup care can be used 20 days per year. Resource and referral services help parents locate nannies and tutors.

Morgan Stanley New York, NY

CHAIRMAN & CEO James P. Gorman

CHIEF HR OFFICER JeffBrodsky

Major buzz greeted the 2014 launch of this financial services firm's Return to Work program, which provides 12-week internships to professionals who've been out of the workforce for seven to 10 years. Among those in its initial New York City group, more than 60% earned full-time positions. It's not hard to see why they would seek employment here either: The firm provides eligible workers with up to $10,000 in annual tuition aid, operates networks for women and families, maintains on-site medical clinics and fitness centers, and offers impressive dependent care services (including 25 days of backup care per year). Formal mentoring programs and leadership summits serve female executives.

Moss Adams Seattle, WA

CHAIRMAN & CEO Chris Schmidt

DIRECTOR, HR Jennifer Wyne

Having an intense work schedule comes with certain perks at this accounting and business consulting firm, where many professionals give it their all from January to April, then take summers (or other lengthy stretches of time) offto travel, hang with family or pursue personal interests. Even during the firm's busy seasons, employees enjoy flexibility-in 2014, 85% of them regularly adjusted their hours. Caregivers earn up to 15 days of subsidized backup care annually, and those who don't deplete that allotment may share it with colleagues. The Forum W women's network tracks the hiring, retention, promotion and representation of female employees, and creates programs to support them.

New York Life New York, NY

CHAIRMAN & CEO Ted Mathas

SENIOR VP & CHIEF HR OFFICER Katherine O'Brien

Serving 1,000-plus female employees in 15 locations, the Women's Initiative network at this insurance company engages members in thought-provoking discussions, collaborative business projects and meaningful mentoring; also important, it also exposes them to key industry contacts. To maximize their opportunities, 80% of employees here use flexible schedules. Some work less when their kids are young, then ramp back up years later. Debbie Curran, the vice president in charge of investment accounting and reporting, praises a former boss who-knowing Curran planned to quit in 2000 to spend time with her two kids-suggested she work part-time from home. This is her 32nd year with the company.

Northern Trust H Chicago, IL

CHAIRMAN & CEO Rick Waddell

EXECUTIVE VP & HEAD OF HR Gillian Pembleton

People are talking about this financial services firm's WorkSmart program, which debuted officially in 2014 and is now available in several departments. Allowing employees to work from home one to four days per week, it also grants them a dedicated space for use on office days. For compensation analyst LaDonna Y. Cokely, a mom of two, it's been a blessing: "I can now see my kids offto school and be home when they arrive," she says. If they like, moms can additionally utilize headquarters' child care facility and tap subsidized backup care. Smart speaker events and development programs are offered by the Women in Leadership council.

Northwestern Memorial HealthCare H Chicago, IL

PRESIDENT & CEO Dean Harrison

SENIOR VP, HR Dean Manheimer

Throw out your old definition of what a career is supposed to look like. Women at this academic health system are embracing a new model of success, one that allows them to increase or decrease their hours to make room for what's important, and move as needed between full-time, part-time and casual positions (as 8% of female employees did in 2014). Every person here is permitted to use flextime. Extended leaves for education, personal reasons or medical needs are also available (at least 10% of people used them last year). Moms who pursue college courses are eligible for free guidance counseling, tuition coverage (up to $5,250 annually) and discounts at more than 200 schools.

Novartis Pharmaceuticals Corp. H East Hanover, NJ

PRESIDENT Christi Shaw

VP & HEAD OF HR Caryn Parlavecchio

Women are eminently visible in the upper echelons of this pharmaceutical company, where they represent 60% of business unit heads and 48% of key committee members. The Executive Female Leadership Program provides high-potential women with a year of coaching, mentoring and workshops, helping them realize their ambitions; since it debuted in 2010, 50% of participants have been promoted. Tuition reimbursements of up to $35,000 are available to those seeking MBA degrees, and professional lessons are further explored in three women's networks. Parents rely on priority placement and expedited enrollment at 13 local and national child care centers. Formal flex options are widely used.

Ogilvy & Mather New York, NY

CHAIRMAN & CEO John Seifert

CHIEF DIVERSITY & INCLUSION OFFICER Donna Pedro

Formal flexible work arrangements were heavily promoted by this marketing communications agency in 2014, part of a larger campaign to encourage employees to adopt them as a regular part of their lives. Leaders here held multiple training sessions exploring options for workers at all levels, instituted an official policy outlining best practices and threw a New York City launch party (with smaller regional events) to publicize it all. Mentoring, sponsorship and unconscious-bias workshops support moms on their way to the top, as does an in-house women's leadership network that recently added three new chapters.

Pillsbury Winthrop Shaw Pittman New York, NY

CHAIR & CEO James Rishwain

CHIEF HR OFFICER Deborah Johnson

Ascending steadily to the top of this law firm, women were 50% of the attorneys promoted to partner and 67% of those appointed to chair practice departments here in 2014. The internal Committee on Advancement of Women Attorneys-a proactive group of senior leaders-ensures that emerging female talent gets the sponsorship, mentoring, experience and education it deserves. Flexibility is part of that package, and attorneys may reduce their hours and phase back to work after a birth or adoption without any special authorization; those who return from leave are assigned to partners who help them arrange assignments and transition. New hires receive diversity and inclusion training.

The PNC Financial Services Group Pittsburgh, PA

CHAIRMAN, PRESIDENT & CEO William S. Demchak

CHIEF HR OFFICER Vicki Henn

Bringing senior women together in an atmosphere of mutual support, the nine-month Women's Leadership Development Program at this financial services company helps participants identify and build on innate strengths, preparing them for future success. Executive coaching, career-planning discussions and peer-to-peer learning circles are all used to increase their selfawareness and expand their professional horizons. In another cool offering, 1,600-plus company employees (68% female) are certified as Women's Business Advocates, specifically trained to aid female execs and entrepreneurs. Formal arrangements permit professionals to work three or four days a week with full benefits.

Principal Financial Group Des Moines, IA

CHAIRMAN & CEO Larry Zimpleman

EXECUTIVE VP & CIO Gary Scholten

Now undergoing a $400 million renovation of its HQ (and starting to upgrade other sites), this investment management company is also taking the time to reevaluate its work life offerings. It increasingly promotes remote work (on average, 1,350 employees log in from an off-site location daily), and has been incorporating video- and teleconferencing capabilities into all revamped office designs. Newly upgraded leave policies additionally give workers who adopt and other nonbirthing parents two fully paid weeks off, plus up to $2,500 in adoption aid. Job-guaranteed leaves of absence last up to 12 weeks, with a recent expansion making them accessible to those with reasons other than caregiving.

Procter & Gamble H? Cincinnati, OH

CHAIRMAN, PRESIDENT & CEO A.G. Lafley

CHIEF HR OFFICER Mark Biegger

Living well is what it's all about at this consumer goods company. In 2014, 62% of the employees promoted to executive here were women, all of whom used some form of flexible schedule. The Corporate Athlete class helps many prepare for the road ahead, offering meal plans, sleep solutions, exercise regimens and stress-management techniques to maximize their potential. New "life mentoring" sessions support women in several functions. Inclusiveness is promoted by seven employee resource groups and an initiative that finds workers with disabilities sharing their ideas with management. Free access to the online FlexLife program helps people pinpoint where to work on achieving balance.

Prudential Financial H? Newark, NJ

CHAIRMAN & CEO John Strangfeld

SENIOR VP, HR Sharon Taylor

How times have changed at this financial services firm! In 2002, 9% of all employees responding to a survey here said they used a flexible work arrangement; by 2014, 90% of the workforce was enjoying some kind of flex. In the intervening years, their employer began offering 100 hours of subsidized backup care annually, to be used with a nationwide provider or at its own on-site child care facilities in Dresher, PA, and Newark, NJ (each of which provides an extra 20 days of care per child each year, plus 20 days of free transition care for infants). New workshops on special needs and elder care complement the company's more than 70 health and work life webinars.

PwC TOP 10 H New York, NY

US CHAIRMAN & SENIOR PARTNER Bob Moritz

US HUMAN CAPITAL LEADER, VICE CHAIR & PARTNER Tom Codd

In a move that was applauded by many at this professional services firm, people who give birth, adopt or accept placement of a foster child were recently granted up to 26 job-guaranteed weeks of parental leave, with the option of being fully paid for six consecutive weeks (more, for multiple children) or taking 15 paid days offat intervals throughout the year. (Birth mothers can add the leave to their short-term disability.) Up to $35,000 in fertility benefits and personal fertility coaching help others to expand their families. The Full Circle program allows moms to leave the firm for up to five years with continued access to training (and potential jobs).

Qualcomm San Diego, CA

CEO Steve Mollenkopf

EXECUTIVE VP, HR Michelle Sterling

Families have fun together at this wireless technology company. Its QLiving work life program (run by a department in HR) promotes enjoyable activities, from musical events, "culture nights" and arts-and-crafts festivals to 100-plus special-interest clubs. In October 2014, the company introduced subsidized backup care, which workers can use seven days a year to look after qualifying family members anywhere in the U.S. Free medical care is available at HQ, and parents exercise at on-site fitness centers in six cities. Autism workshops and new coverage for behavioral therapy address special needs. Dedicated networks, partnerships and conferences advance female employees.

Roche Diagnostics Indianapolis, IN

PRESIDENT & CEO Jack Phillips

VP, HR Bridget Boyle

"Rochelings" is what they call the employee kids who attend this biotechnology company's 10-week summer camp, held at headquarters' private 45-acre park. In 2014, they took archery lessons, put on skits, built forts, canoed and even went on field trips. "It's been a blessing for my family," says master data compliance analyst Brandy Wagner, whose two kids are longtime campers. Flex schedules and lengthy vacations give parents a break. Those at the main office stay healthy by visiting its dietitian and fitness center, while those working off-campus receive free virtual personal training and $300 gym reimbursements. Up to $10,000 in tuition aid is available annually.

Ryan Dallas, TX

CHAIRMAN & CEO G. Brint Ryan

SENIOR VP, CHIEF HR OFFICER Stan Womack

It's no small thing that Virginia Kissing and Delta Emerson-who have three kids between them-hold two of the most powerful positions at this global tax services firm, serving as the presidents of U.S. Operations and Global Shared Services, respectively. Their employer's emphasis on developing female employees, coupled with its collaborative approach to scheduling, has increased satisfaction and retention among everyone here-from receptionists to facilities management workers and consulting teams-while setting record profits ($425 million in 2014). Paid sabbaticals lasting four weeks are available every five to seven years. New affinity groups engage women, parents and those using flex arrangements.

SC Johnson H? Racine, WI

CHAIRMAN & CEO H. Fisk Johnson

SENIOR VP, GLOBAL HR Denise Lynn

There are so many reasons to love visiting the Racine, WI, headquarters of this consumer products company, which gives public tours of its Frank Lloyd Wright-designed buildings and delights employees with its huge recreation facility, high-quality day care and super amenities center (which houses a cafeteria, bank, concierge service, gym and company store). In another neat addition, the employer opened an office for telecommuters in downtown Chicago earlier this year. Progressive thinking is indicated by the company's six diversity and inclusion business councils, among them one for women that hosts a speaker series on sponsorship and an onboarding program for female hires.

Scripps Health San Diego, CA

PRESIDENT & CEO Chris Van Gorder

CORPORATE SENIOR VP, HR Vic Buzachero

Spreading the wealth matters at this health care system, where women are 66% of all leaders and earn 70% of top salaries. In 2014, it shared $10 million in recent financial gains with employees (up from $3.9 million in 2009). It also spends $800,000 annually to subsidize and maintain a child care center for parents at headquarters, which comes with a 15% discount. Seasonal staffing options, compressed workweeks and reduced schedules (available for a year after maternity leave) aid the organization's more than 3,500 moms. By official mandate, no one is ever laid offhere; instead, they retain full pay and benefits while the Career Resources Center helps them find another job.

State Street Boston, MA

CHAIRMAN & CEO Joseph "Jay" Hooley

EXECUTIVE VP & CHIEF HR & CITIZENSHIP OFFICER Alison Quirk

Under the umbrella of its new BeWell program, launched in April 2014, this financial services company provides its workers with free health coaching, custom retirement planning, financialeducation workshops and alternative-work options (currently used by 81% of the population). Many of its people work out at two on-site fitness facilities, but management will also reimburse the cost of external gym memberships ($93,000 has been paid out so far). If employees take part in designated wellness activities, they can earn special rewards, such as an extra paid vacation day (added to their existing three to five weeks per year). High-level mentoring propels female VPs and senior VPs.

Takeda Pharmaceuticals Deerfield, IL

CHIEF MEDICAL & SCIENTIFIC OFFICER Andrew Plump, MD, PhD

SENIOR VP & HEAD, HR & ADMINISTRATION Laurene Giagnorio

Family comes first at this research-based pharmaceutical company, where women are eligible for $100,000 in fertility treatment coverage, eight weeks of fully paid maternity leave and two weeks of adoption or foster care leave (plus $10,000 in aid). If they are breastfeeding, they can decline work travel for six months; those with young kids may access an on-site child care center, day care discounts, and backup and sick-child care subsidies. Telecommuting and flextime are used by nearly all at HQ; it takes just 20 hours of work per week to earn benefits. In 2014, the company launched a formal diversity and inclusion council, followed by resource groups for women, parents, veterans and LGBTQ employees.

TIAA-CREF New York, NY

PRESIDENT & CEO Roger Ferguson

EXECUTIVE VP & CHIEF HR OFFICER Otha 'Skip' Spriggs

Encouraging female workers to seize the reins of their own careers, the Women's Employee Resource Group at this financial services company provides professional development workshops, formal mentoring and networking events; in recent months, it's also expanded from four chapters to seven. Women currently earn 30% of the highest salaries here, and financial seminars, a company-funded retirement plan and a 401(k) (with match) help them save. Child care resources and counseling services can be located through the employee assistance program (also available for use by family members), while backup care is subsidized or reimbursed. On-site doctors charge just $3 to $5 per visit.

TriHealth Cincinnati, OH

PRESIDENT & CEO John Prout

CHIEF HR OFFICER Walter McLarty

Annual turnover is just 3.5% at this health care system, where employees can consult career coaches to determine which positions, leadership initiatives or educational opportunities suit them best. The organization provides on-site bachelor's and master's degrees, free associate's programs and 350-plus learning sessions and courses; in 2014, it reimbursed $2.1 million in tuition. Flex schedules are ubiquitous; nurses may request high-compensation shifts and floating or optional positions, while customer support analysts work full-time from home. Defined pension and 401(k) plans, lump-sum merit bonuses and health savings accounts (with employer contributions) help people build wealth.

Turner Broadcasting System Atlanta, GA

CEO John Martin

SENIOR VP & CHIEF HR OFFICER Angela Santone

Whether training for a triathlon or a 5K, employees at this media company feel supported in achieving their athletic dreams. Parent corporation Time Warner runs a Fit Nation initiative that coaches workers to meet their sports goals, sponsors myriad races and walking challenges, and offers Fitbit discounts to help them with it all. The winning division itself gives everyone a chance to take part in the Corporate Athlete program, which highlights the value of movement, resilience and energy management. To help its people prepare for a different kind of marathon, the company recently introduced six weeks of fully paid parental leave.

UBS New York, NY

PRESIDENT AMERICAS & PRESIDENT WEALTH MANAGEMENT AMERICAS Bob McCann

GLOBAL HEAD OF EMPLOYEE RELATIONS Kathryn Wikman

When this financial services firm surveyed its employees in 2014, the number of those who said their jobs allowed for work life balance was up 10 basis points from the last time it queried them, in 2012. Solid child care, parental leave and flex schedules are making an impact. Statistics also show that more people now use IT solutions to work remotely. "My children are happy, my clients are happy, and I am happy," says mother of two Diana Monell Fanning, a financial advisor who telecommutes. Gender-specific summits, training and forums (and $8,000 in annual tuition assistance) help women rise.

Unilever Englewood Cliffs, NJ

PRESIDENT, NORTH AMERICA Kees Kruythoff

VP, HR, NORTH AMERICA Michael Clementi

Efforts to develop female employees are bearing fruit at this consumer products company, where thoughtful recruiting practices, equality in hiring and smart succession plans have led women to fill 46% of management roles (up from 43% in 2013). Those planning to have kids appreciate the employer's alternative work options (job-sharing and flex arrangements are popular), along with the recent extension of four fully paid weeks of parental leave to anyone who gives birth or adopts. The company's Maternity and Paternity Support guide provides info on its policies and guidance on how to navigate leaves. Day care discounts and subsidized backup care (120 hours per year) are available.

University of Wisconsin Hospital and Clinics Madison, WI

PRESIDENT & CEO Ronald Silwinski

SENIOR VP, CHIEF HR OFFICER Elizabeth Bolt

Every mother at this academic medical center enjoys some kind of regular flexible schedule, whether it involves adjusting her hours, trading shifts with colleagues, sharing jobs or compressing her weeks (as 30% of people here do). Those who wish to improve their education can investigate a tuition aid program that reimburses up to 15 college credits per year, provides reduced course costs and allows people to audit classes before joining them; in 2014, this saved some employees up to $12,000. Parents tap 60 hours of backup care annually. Walking routes and discounted bike-rental memberships emphasize wellness.

Verizon H New York, NY

CHAIRMAN & CEO Lowell McAdam

EXECUTIVE VP & CHIEF ADMINISTRATIVE OFFICER Marc Reed

Accepting a job with this technology, entertainment and communications company can send recruits on an upward trajectory. If they want to get into better shape, they may take advantage of health and wellness services in 150 locations and/or begin an exercise routine at any of 45 on-site health and fitness centers. If they want to start families, they can tap $20,000 in IVF benefits, enroll in their employer's Healthy Pregnancy Program, take six fully paid weeks' maternity leave and move to a reduced schedule. And if they want to amp up their careers, they can immerse themselves in 10 employee resource groups or sign up for multiple training and leadership initiatives

Viacom New York, NY

PRESIDENT & CEO Philippe Dauman

EXECUTIVE VP & CHIEF ADMINISTRATIVE OFFICER Scott Mills

Having a little escape at work can be worth its weight in gold. With the March 2014 launch of the Wellness Studio at its New York City headquarters, this media-content company gave moms a bright, relaxing place to get manicures, blowouts and massages; take boxing, boot camp and candlelight-yoga classes; shop for baby food and kids' Halloween costumes; and talk one-on-one with licensed counselors. Personal and family interests are further supported by $10,000 in annual tuition assistance, access to flexible schedules, subsidized backup care, parenting workshops and five paid volunteering days per year. Managers are instructed to encourage the use of vacation time.

WellStar Health System TOP 10 Marietta, GA

PRESIDENT & CEO Candice Saunders

EXECUTIVE VP, HR/ORGANIZATIONAL LEARNING David Anderson

Training employees properly is important to this health care organization. It maintains an on-site MBA/MHA degree program in Marietta, GA, runs formal development initiatives for physicians and nurses, hosts School at Work sessions for hourly workers and offers free courses on everything from computer skills to time management. Employees who take part in its eight-month Foundations of Management course are mentored by senior colleagues and frequently become leaders in their departments; at present, 83% of participants are female. Child care, concierge and health-coaching services help moms thrive. In fiscal 2014, $11.1 million in shared profits was distributed to 11,000-plus workers.

Yale University New Haven, CT

PRESIDENT Peter Salovey

VP, HR & ADMINISTRATION Michael Peel

Things just keep getting better for parents at this university, which opened its seventh on-site day care in 2014 and now offers 433 full-time slots to kids ages 6 weeks to 6 years. Salaried staffers were recently given two fully paid weeks of parental leave (allowing moms who give birth to enjoy at least eight paid weeks off); those who meet eligibility requirements may additionally take a six-month, job-guaranteed sabbatical every five years. To diminish employees' stress, the university's wellness and work life leaders stage lunchtime painting classes, mindful meditation sessions, group exercise challenges and a craftworkshop series.

Zoetis TOP 10 Florham Park, NJ

CEO Juan Ramón Alaix

EXECUTIVE VP & CHIEF HR OFFICER Roxanne Lagano

It's pretty unusual to find a CEO who doesn't send or respond to email on the weekends, but Juan Ramón Alaix, the leader of this animal health company, believes time offshould be reserved for friends and family-setting an example for the managers who work for him. In fact, at HQ (and seven other sites), the weekend may even start a little early, since compressed schedules offered during daylight saving time allow people to leave at 2 p.m. on Fridays. In 2014, 80% of employees flexed their hours or telecommuted at some point, while 75% worked remotely. Maternity and adoption leave are fully paid for six weeks, and adoption aid is $10,000 per child.

Zurich North America Schaumburg, IL

CEO Mike Foley

HEAD OF HR Brian Little

New business and leadership programs offered by this insurance provider help executive women move into the next phase of their careers. At present, 33% of female employees here also belong to its Women's Innovation Network, a resource group devoted to their development, which is now launching a mentoring initiative. Women earn one third of all top salaries and can request up to $5,000 in tuition assistance annually. Near-site child care and subsidized backup care are available to parents. Driving Your Career workshops, designed for those at all levels, encourage women to think about expanding their education and making smart job transitions.

METHODOLOGY

The Application The 2015 Working Mother 100 Best Companies application includes more than 450 questions on leave policies, workforce representation, benefits, child care, advancement programs, flexibility policies and more. It surveys the availability, usage and tracking of programs, as well as the accountability of managers who oversee them. In selecting this year's winning companies, we gave particular weight to representation of women, advancement programs and flex. All applicants receive feedback showing how they compare with other applicants; however, the names of applicants that do not make the list are kept confidential. Company profiles and data come from submitted applications and reflect 2014 data.

How to Apply The online application for the 2016 Working Mother 100 Best Companies will be available in December 2015 and is due for submission in March 2016. To apply, you must first register at wmmsurveys.com. We invite applications from private or public companies in any industry, with the exception of government agencies and firms in the business of providing work life or child care services. Contact Kristen Willoughby at [email protected] for more information.

Reprints For custom reprints of the 2015 Working Mother 100 Best Companies, contact Kimberly Siess of PARS International Corp. at 212-221-9595, ext. 333, or at [email protected].

Heather Coloney, a manager at Accenture, with daughter Harper Grace

Lisa Wernli, management consultant at Allstate Insurance, with daughters Daria, 12, and Ali, 10

Patti Ouimette, senior contract management manager at Astellas Pharma US, with sons Joshua, 5, and Zachary, 3

Keisa Pond, office supervisor in the environmental services department at Baptist Health South Florida, with Kiana, 4

Melanie Lovegren, director of HR information systems at BDO USA, with husband Paul and daughter Noelle, 17 months

Jennifer Bratton, partner and managing director at The Boston Consulting Group, with Sammy, 7, and Connor, 5

Maghan Cockrell, child wellness marketing manager at Children's Healthcare of Atlanta, with Kinley, 2

80% of managers at CAPITAL ONE FINANCIAL were trained last year to manage the work life concerns of their employees.

Jana Arbanas, a principal in Deloitte's advisory practice, with husband Steve and sons Dylan, 7, and Justin, 3

Jaime Curtis-Fist, an R&D associate research scientist at The Dow Chemical Company, with Julia, 6, and Jake, 4

LaShawanda Moore, area manager for Nomex Paper at DuPont, with RodRick Jr., 11, Ryan, 9, Randall, 5, and London, 3

Jasmin Ivaturi, DTS quality leader at GE Oil & Gas, with her husband and their kids, Shiva, 13, and Shreya, 8

Christine Ouyang, PhD, distinguished engineer and master inventor at IBM, with Alex, 8

Renee Howard, an audit senior manager at KPMG, with Vivian, 5, Jackson, 3, and Lexington, 2

Danielle Ciotoli, director of benefits at L'Oréal USA, with Ben, 1

16 weeks of fully paid parental leave are available to new moms at MORGAN STANLEY.

Mame McCutchin, executive assistant at Ogilvy & Mather, with Pascale, 10 (Amaryllis, 3, is not pictured)

Cheryl Solon, manager for health and wellness at Prudential Financial, with Madeline, 13, and Natalie, 10

81% of employees at TAKEDA PHARMACEUTICALS telecommute.

Tonja Norrington-Flores, supervisor of patient access services at WellStar Health System, with Madison, 17, Blake, 15, and Brooklyn, 15

Join Us for NATIONAL FLEX DAY!

Celebrate with Working Mother, the Working Mother 100 Best Companies and our partners on October 20 as we mark the third annual celebration of workplace flexibilty!

Share your flex style. How do you flex? Where do you flex? Share your story or a picture of your favorite place to flex on the Working Mother Facebook page or on Twitter @_workingmother_. Be sure to include #flexday in your post!

Visit workingmother.com/flex to download your National Flex Day badge. Post, tweet, gram and pin the badge on your own social feeds to spread the word! (You can also find the information you need to promote the cause of flex at your workplace.)

Encourage your company to join with the Working Mother 100 Best Companies and demonstrate its support for National Flex Day by tweeting and posting our badge, and sharing how it supports flex for employees.