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

Abbott Park, IL

CHAIRMAN & CEO Miles D. White

evp, hr Stephen Fussell

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 Chicago apartment. Over 126 years, it has evolved into a global force-a place where both men and women can watch their ideas flourish. In fact, female employees now fill 40% more management and leadership roles here than they did a decade ago, and a new database may increase their standing by centralizing their career and goals info, making it easier to find the right woman for the job. The Executive Inclusion Council tracks high-level promotions and helps generate programs to speed women's progress.

Accenture

New York, NY

ceo Pierre Nanterme

CHIEF HR OFFICER Jill Smart

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.

Aetna

Hartford, CT

CHAIRMAN, CEO & PRESIDENT Mark Bertolini

svp, hr Deanna Fidler

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 $3,000 annually. To help propel high-performing women into executive roles, the company also hosts the three-day Strategies for Success leadership program, which shows them how to manage risk, stay innovative and effectively address workplace challenges. "The Power of Women in Business" was spotlighted at a 2013 conference hosted by the company's Women's Leadership Alliance (an extension of its 15 existing employee resource groups).

Allstate Insurance

Northbrook, IL

CHAIRMAN, PRESIDENT & CEO Thomas Wilson

EVP & CHIEF ADMINISTRATIVE officer Jim DeVries

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 "Thought Leader Forum" speaker series, which find executives and experts divulging their thoughts on the need for passion, resilience, accountability, trust and other workplace essentials.

American Express

Afeiv York, NY

CHAIRMAN & CEO Kenneth Chenault

EVP, GLOBAL hr Kevin Cox

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. The Accelerated Leadership Development program provides those on the verge of assuming the most senior roles with in-house sponsors and allows them to analyze industry case studies and tackle group or solo projects. And the chief women's network has four "executive" chapters for those at the VP level and above, which generate discussions with leadership and invite members to participate in developing new business strategies.

Aon

Chicago, IL

president & CEO Gregory Case

chief hr officer Greg Besio</person>

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 Illinois Supreme Court Justice Anne E M. Burke.

AstraZeneca

Wilmington, DE

EVP, NORTH AMERICA Paul Hudson

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 Women's Leadership Forum and AZ Network of Women offer meaningful insights.

Bank of America

Charlotte, NC

CEO Brian Moynihan

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 Anne Finucane and Global Head of Human Resources Andrea Smith.

AT&T

Dallas, TX

CHAIRMAN & CEO Randall Stephenson

sevp, hr William Blase

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 Women's Leadership Council introduces initiatives for employees at all levels, the Women of AT&T resource group (whose membership has increased 288% since 2011) offers mentoring circles, educational activities and financial seminars. Additional forums exist for women interested in finance or network operations.

Bristol-Myers Squibb

New York, NY

CEO Lamberto Andreotti

svp, hr Ann Judge

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. The Talent Acquisition Department also meets regularly with senior human resources management to discuss available executive roles and confirm that qualified women are included in the slate of candidates. A brand-new sponsorship initiative provides female directors with valuable contacts, stretch assignments and a clearer path into senior ranks; mentoring programs boost female managers and entry-level execs.

Capital One Financial

McLean, VA

CHAIRMAN & CEO Richard Fairbank

chief hr officer Jory Berson

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 $2,000 in a flexible dependent care spending account is eligible for an employer match of $1,000.

Cardinal Health

Dublin, OH

CHAIRMAN & CEO George Barrett

CHIEF HR OFFICER Carole Watkins

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.)

Cisco

San Jose, CA

CHAIRMAN & CEO John Chambers

svp, hr Kathleen Weslock

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 Alison Gleeson, SVP of U.S. commercial sales (who has led that business to four years of consecutive growth), to Tae Yoo, SVP of corporate affairs (who oversees nearly $300 million in annual charitable contributions made by the company and its foundation). The Women in Technology Forum (recently launched by Chief Technology and Strategy Officer Padmasree Warrior and Chief Information Officer Rebecca Jacoby) inspires emerging executives

Colgate-Palmolive

New York, NY

PRESIDENT, CHAIRMAN & CEO Ian Cook

svp, global hr Daniel Marsili

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 Lean In mentoring circles (inspired by Sheryl Sandberg's best-seller), along with a conversation series addressing gender differences in the workplace. The new WORKSmart program provides welcome scheduling freedom, allowing employees to work up to two days a week from home and/or adjust their hours every week.

Dell

Round Rock, TX

chairman & ceo Michael Dell

svp, hr Steve Price

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.

DuPont

Wilmington, DE

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 Diane Gulyas, president of the Performance Polymers business) regularly mentor local members of the DuPont Women's Network; the company's support for events dedicated to female leadership, such as the 2013 Women's International Networking Conference (held in Prague), strikes a positive note.

Diageo North America

Norwalk, CT

president Larry Schwartz

svp, hr Eliana Zem

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 $10,000 annually helps women rise; the internal Diageo Academy maintains 5,000+ learning and development opportunities.

Edelman

New York, NY

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 Julianna Richter, CFO Emily Rupp and Chief of Staff Jill Dash. The firm's Global Women's Executive Network (spearheaded by Gail Becker, chair of its Latin America, Canada and U.S. Western region) has chapters in all U.S. offices, providing mentoring, sponsorship and coaching initiatives that drive change. Global President and CEO Richard Edelman vows women will be 50% of the firm's senior leaders worldwide by 2015; to upgrade their education, they can utilize $5,250 in tuition aid annually or take job-related courses at the Edelman Learning Institute.

Flei shm an Hi 11 ard

St. Louis, MO

president & ceo Dave Senay

CHIEF TALENT OFFICER Agnes Gioconda

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 St. Louis headquarters).

General Mills

Minneapolis, MN

CHAIRMAN & CEO Ken Powell

SVP, GLOBAL hr Mike Davis

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 Juliana Chugg, president of General Mills Meals, and Ann Simonds, president of Mill City (the company's baking products business). While 10 distinct networks (including the Women Officers Group and Sales Women's Forum) target female employees, it's the 30+women's mentoring circles, offered across five functions, that have really helped lower turnover.

Ernst & Young LLP

New York, NY

EY GLOBAL CHAIRMAN & CEO Mark Weinberger

EY AMERICAS VICE CHAIR, talent Nancy Altobello

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). Carolyn Slaski, the assurance managing partner for the Northeast region, advocates for women in her own group and beyond, helping them land next-level jobs and opportunities. Kay Matthews, regional managing partner for the West, does the same, encouraging firm professionals to pave the way for others. And Beth Brooke, EY global vice chair of public policy, mentors and sponsors high-potential women, arranging for them to join critical projects.

First Horizon National

Memphis, TN

CHAIRMAN, PRESIDENT & CEO Bryan Jordan

chief hr officer John Daniel

Women build long careers at this financial services company, from Chief Credit Officer Susan Springfield (a 19-year-vet who won its top leadership award and co-founded the women's affinity group) to Kim Cherry, EVP of corporate communications (who 22 years ago was the first work-from-home employee and just started the LGBT network). During talent reviews, management specifically identifies female successors to important positions, preparing them with its Emerging Leaders development program. "It provided an opportunity to broaden my network, build my skill set and gain insight from best-in-class coaches," says Nancy Brown, SVP and consumer loan manager, who's been here 25 years.

Freddie Mac

McLean, VA

ceo Donald Layton

svp a cdo Dwight Robinson

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 American University (and 69% of students are female).

General Motors

Detroit, MI

ceo Mary T. Barra

svp, global hr Melissa Howell

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 Mary T. Barra as the industry's first female CEO. The GM W.O.M.E.N. employee resource group helps to accelerate its members' growth with professional training, mentoring, seminars and workshops; in 2013, its 'Women and Leadership" fireside chat highlighted then-Chairman and CEO Daniel Akerson, who spoke of the many female figures who had personally influenced him, as well as outlining the possibilities that exist for other women at the company.

Grant Thornton

Chicago, IL

ceo Stephen Chipman

CHIEF PEOPLE & CULTURE officer Pamela Harless

TOP 10

This professional services firm's Women at Grant Thornton program, led by Erica O'Malley, the national managing partner of diversity and inclusion, has given its regional representatives three-year goals around retaining and promoting women. Designated male partners in every office serve as "champions" for promising female talent, and a sponsorship initiative for women has helped 50% of the inaugural group earn partner, principal or managing director gigs since 2011. To keep their advancement top of mind, O'Malley monitors high-performing female senior managers and directors, regularly circulating their names to firm leaders to ensure these women are considered for key roles.

IBM

Armonk, NY

CHAIRMAN, PRESIDENT & CEO Virginia Rometty

svp, hr Diane Gherson

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.

Intel

Santa Clara, CA

ceo Brian Krzanich

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.

Johnson & Johnson

New Brunswick, NJ

chairman & ceo Alex Gorsky

WORLDWIDE VP, HR Peter Fasolo

Big things are happening at this health care company. In September 2013, Lynn Pendergrass was named worldwide chairman of its consumer business segment, joining two other women in senior management: Sandra E. Peterson, group worldwide chairman, and Karen A. Licitra, worldwide chairman, global medical solutions group. Powerful female executives are constantly emerging from three Smith College development programs, and dedicated leadership initiatives, councils and conferences support the rise of multicultural women. Execs in the Supply Chain organization learn how to manage their energy with the Corporate Athlete Program for Female Leaders, available on-site at the Human Performance Institute in Orlando.

HP

Palo Alto, CA

PRESIDENT & CEO Meg Whitman

evp, hr Tracy Keogh

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 Cathie Lesjak and HR head Tracy Keogh help spearhead the restructuring, the company's alliances with organizations such as the Anita Borg Institute and Simmons Leadership Conference broaden its reach.

Kellogg =

Battle Creek, MI

president & ceo John Bryant

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 Kellogg network and six other employee resource = groups. Female executives continue to expand their circle | of influence; recent movements = at the top have led them to E represent 38% of all direct E reports to President and CEO E John Bryant and 35% of the E global leadership team. To bolster female professional | development, the company | has long been a sponsor of the Women's Foodservice Forum and the Network of Executive Women, organizaE tions that help employees gain E further exposure to industry E contacts and garner additional | leadership opportunities.

KPMG

New York, NY

CHAIRMAN & CEO John Veihmeyer

VICE CHAIR, HR a communications Bruce Pfau

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 Executive Leadership Institute for Women enhances their performance with its numerous development classes, available from Washington, DC, to Los Angeles.

Marriott International

Bethesda, MD

PRESIDENT & CEO Arne Sorenson

CHIEF HR OFFICER & SENIOR DIVERSITY EXECUTIVE David Rodriguez

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 $100 million annually, and female executives on the rise take advantage of a wide variety of dedicated development programs, which offer everything from formal mentoring and coaching to leadership training and succession planning. Extra opportunities to shine present themselves at the company's many national and regional conferences, career events and networking conclaves.

MasterCard

Purchase, NY

president & ceo Ajay Banga

chief hr officer Ron Garrow

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 Women's Leadership University, the group's coaching and education arm, has inspired sessions on ethics, risk-taking and the secrets to longevity.

Northern Trust

Chicago, IL

CHAIRMAN & ceo Rick Waddell

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 Leadership Development Forum for women (which emphasizes the ability to manage well in challenging situations) has allowed 1,400+ female employees to take part across the globe; their participation has grown 126% since 2008. Today, women are 40% of corporate executives and earn up to 33% of top salaries.

Kraft Foods Group

Northfield, IL

CEO Tony Vernon

EVP, hr Diane Johnson May

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 October 2013, it also launched the Women at Kraft network, which motivates its members with mentoring circles and leadership panels; three valuable courses at HQ (Managing for Impact, Top Gun, Leadership Powerhouse) help female executives maximize potential. Women are 39% of the leadership team here, including SVP of Finance Teri List-Stoll, who is transitioning to CFO in early 2014.

Massachusetts Mutual Life Insurance

Springfield, MA

CHAIRMAN, PRESIDENT & CEO Roger Crandall

evp, hr Debra Palermino

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 Betsy Ward, EVP and chief enterprise risk officer, and Elaine Sarsynski, EVP of retirement services and chairman and CEO of MassMutual International.

Northrop Grumman</p>

Falls Church, VA

CHAIRMAN, PRESIDENT & CEO Wes Bush

CORPORATE VP & CHIEF HR OFFICER Denise Peppard

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 Gloria Flach (electronic systems) and Kathy Warden (information systems).

Pillsbury Winthrop Shaw Pittman

New York, NY

CHAIR James Rishwain

CHIEF HR OFFICER Deborah Johnson

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.

PNC Financial Services Group

Pittsburgh, PA

PRESIDENT & CEO William Demchak

CHIEF HR OFFICER Joan Gulley

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 PNC University (which offers 3,300+ different courses) or tap up to $5,250 in annual tuition reimbursements.

Principal Financial Group

Des Moines, I A

CHAIRMAN, PRESIDENT & CEO Larry Zimpleman

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 Network for Leaders encourages members to shadow senior executives on the job for several months, gaining firsthand experience and perspective on careers they may want to emulate.

Pfizer

New York, NY

CHAIRMAN & CEO Ian Read

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.

Procter & Gamble

Cincinnati, OH

CHAIRMAN, PRESIDENT & CEO A.G. Lafley

CHIEF HR OFFICER Mark Biegger

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: Melanie Healey, group president of North America, and Deb Henretta, group president of the global beauty business.

Prudential Financial

Newark, NJ

CHAIRMAN & CEO John Strangfeld

svp, hr Sharon Taylor

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

Minneapolis, MN

CHAIRMAN, PRESIDENT & CEO Gregg Steinhafel

evp, hr Jodee Kozlak

The 2,383 female executives who belong to this big-box retailer's Women's Business Council (an employee resource group, located at HQ) may find that it gives them a chance to try out different leadership tasks, from directing subgroups and committees to hosting company panels and events. Many discover that this practice ultimately expands their ability to take on greater responsibilities at work, preparing them for promotions to higher levels. As members advance, they receive one-onone guidance from leaders within their function; intimate learning groups allow them to exchange workplace insights. Formal mentoring sessions pair high-performing women in the distribution department with senior executives.

Sodexo

Gaithersburg, MD

ceo George Chavel

chief hr officer Peri Bridger

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 Sodexo Women's International Forum for Talent identify initiatives and best practices and drive strategy to make such changes happen. Global CDO Rohini Anand, PhD, emphasizes that flexible work arrangements and education around gender differences preserve existing talent and allow women to soar; it also helps that managerial bonuses are linked to the achievement of diversity objectives. Mentoring, sponsorship and leadership programs are available company-wide.

Starcom MediaVest Group

Chicago, IL

ceo Laura Desmond

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 Viva Women! High-powered women of color enjoy a dedicated executive retreat and may be sponsored to attend the Black Enterprise Women of Power Summit.

State Farm

Bloomington, IL

CHAIRMAN & CEO

Edward Rust, Jr.

vp, hr Annette R. Martinez

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 Heather Nawolski, who recently spoke to summit attendees about the value of collaboration. She's not the only one who believes in their success: At least 42% of the employees sponsored by company leaders here are women, and special projects and development activities help propel many of them into more senior positions.

Texas Instruments

Dallas, TX

CHAIRMAN, PRESIDENT & CEO Richard Templeton

svp, hr Darla Whitaker

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 International Women's Forum, Leadership America and Menttium. Female product line managers build their own 100day action plans and undergo intensive coaching in another dedicated initiative. It's no wonder women now comprise more of the professional workforce here than ever before.

Verizon Communications

New York, NY

CHAIRMAN & CEO Lowell McAdam

CHIEF ADMINISTRATIVE OFFICER Marc Reed

TOP 10

Seeking career _ inspiration? Check out the high-achieving women of this broadband and communications company, from Tami Erwin (president of national operations) to Holly Hess Groos and Nicola Palmer (CFO and chief network officer for Verizon Wireless). Women earn 35% of all promotions within the senior leadership ranks here and make 30% of related lateral moves; they also comprise 44% of those receiving executive coaching, which develops key talent and helps new VPs acclimate to their positions. Further professional guidance comes via the free education and training courses of Verizon Leadership University.

Wal-Mart Stores

Bentonville, AR

PRESIDENT & CEO Doug McMillon

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 Global Council of Women Leaders keeps the concerns of female executives front and center, and the Women's Officer Caucus ensures that management understands and addresses their specific challenges. (With this kind of backing, it's not surprising to learn that 39% of all EVPs who earned promotions in 2012 were female, too.) Special networks bring women together in the retail stores and at the home office, and champions for their advancement have been appointed at every single work site.

Bon Secours Virginia Health System

Richmond, VA

Children's Healthcare of Atlanta

Atlanta, G A

ceo Peter Bernard

vp, hr Jim Godwin

Female executives have had a palpable effect on the fortunes of this health care system, among them Chief of Staff Leigh Bernard, CFO Melinda Hancock and Toni Ardabell, CEO of St. Mary's Hospital. As director of talent acquisition and workforce planning, Kim Coleman helps retain and develop leaders and recently standardized recruitment during a six-state expansion. Dawn Trivette, administrative director of work and family services, oversees three on-site child care centers and an in-home backup dependent care program while handling employee communications. And Cindy Stutts, administrative director of employee wellness and EAP, introduced medical clinics and health coaches for workers.

PRESIDENT & CEO Donna Hyland

CHIEF ADMINISTRATIVE OFFICER Linda Matzigkeit

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 $5,000 annually) and 250 educational classes. Clinical staffers benefit from the Physician Chiefs Leadership Experience and the Medical Directors Management Essentials Program, both launched in 2011. But no matter what their specialty, women do well, occupying 64% of positions at the senior manager level and above.

Horizon Healthcare Services, Inc.

Newark, NJ

CHAIRMAN, PRESIDENT & CEO Robert A. Marino

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 Evonne Ligeiro, a data migration delivery manager. When they reach the director level, women are exposed to executive coaching and enjoy courses on everything from corporate finance to leading virtual teams. Established executives detail their experiences while appearing on panels of the internal Women's Leadership Symposium.

Mercy Health System Janesville, WI

president & ceo Javon Bea

VP, HR & ORGANIZATIONAL development Kathy Harris

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 $400 annually for job-related certifications and up to $5,000 for tuition reimbursement; after 10 years, they become eligible for educational sabbaticals lasting up to six months.

Scripps Health San Diego, CA

PRESIDENT & CEO Chris Van Gorder

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 $30 million annually on training and development, and they can pursue their MBA or MSN degrees at a considerable discount through academic partnerships or maximize the offerings of the internal Scripps Leadership Academy, which offers coaching and allows them to collaborate on projects with the CEO and his executive team. "There are so many resources here," marvels nurse Melanie Gawlik, who credits the system's mentoring and tuition assistance with helping her become the director of trauma services.

WellStar Health System Marietta, GA

PRESIDENT & CEO Reynold Jennings

EVP, HR & ORGANIZATIONAL learning David Anderson

Having a big career and raising a family aren't mutually exclusive at this health care organization. Some who have done both are COO Candice Saunders, Chief Pediatrics Officer Avril Beckford, MD, and Kim Menefee, SVP of public and government affairs. New moms who've been here a year earn nine jobguaranteed months off, with at least three to seven weeks fully paid; adoption aid is $10,000 per child. Executives can access multiple leadership programs, high-level coaching and challenging assignments; if they like, they may examine their performance reviews and sign up for training and education on the Success Factors database.

March of Dimes Foundation

White Plains, NY

president Jennifer Howse

SVP, HR Vincent J. Sampugnaro

In the 24 years since Jennifer Howse became president of this nonprofit organization, women have done well at all levels. In 2013, 86% of the employees here were female (including General Counsel Lisa Bellsey and board chair LaVerne H. Council), and women are the majority of participants in the executive succession planning, coaching and leadership training programs. Many of them praise its family-friendly benefits, which include free medical coverage during pregnancy, lengthy maternity leave and flexible schedules. "Going back to work was easier than I thought, thanks to the support of my boss and co-workers," says new mom Lynda Berretta, a regional fund-raising director.

Northwestern Memorial Healthcare

Chicago, IL

PRESIDENT & CEO Dean Harrison

svp, hr Dean Manheimer

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 Michelle Janney, PhD, launched the Nursing Career Development initiative, which provides participants with mentoring, career counseling, job shadowing and a career fair.

TWHealth

Cincinnati, OH

PRESIDENT & CEO John Prout

CHIEF HR OFFICER Walter McLarty

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 Debra Mardis, a mom of six, it's the organization's seven free or deeply discounted college degrees that are truly lifechanging: "It's opened a huge door," she says of her new MS in organizational leadership, which she obtained by attending classes on-site.

Yale-New Haven Hospital

New Haven, CT

ceo Marna Borgstrom

svp, hr Kevin Myatt

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 $8,000 per child in adoption aid and $10,000 home-buying stipends. Nurses who participate in the new Patient Service Manager program encounter coaching, classes and customized work experiences that offer a clear line of sight to executive roles.

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 ARE WOMEN, VERSUS 4% ACROSS THE FORTUNE 500.

AMONG THE NAFE TOP 50, OF EXECUTIVE OFFICERS ARE WOMEN, COMPARED WITH 15% ACROSS THE FORTUNE 500.

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. IBM marks its 16th year on the list, having been named a NAFE Top Company since our initiative's founding in 1998, while Aetna this year marks 15 years on our list.

AMONG THE NAFE TOP 50, 25% OF EXECUTIVES RUNNING DIVISIONS WORTH AT LEAST A BILLION DOLLARS ARE WOMEN.

The National Association for Female Executives

(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 Working Mother Media. For information about becoming a member of NAFE or participating in the organization's programs and events, visit nafe.com.

To register your company for the 2015 NAFE Top 50 Companies for Executive Women or any of Working Mother Media's other Best Companies initiatives, visit wmmsurveys.com.

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 National Association for Female Executives (NAFE) Top Companies for Executive Women application includes more than 200 questions on female representation at all levels, but especially the corporate officer and profit-and-loss leadership ranks. The application tracks how many employees have access to programs and policies that promote the advancement of women and how many employees take advantage of them. The application also examines how companies train managers to help women advance and how managers are held accountable for the advancement of female employees they oversee.

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.

Reprints

For logo licensing or custom reprints of the NAFE Top Companies for Executive Women, contact Kimberly Siess at 212-221-9595, ext. 333, or [email protected].

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