Is This the Future of Corporate America?


That’s the number of companies we approached when we began our quest to find the best places for women to work. (Check out the methodology we used to narrow it down to the DW25.) We knew these businesses were promising because they had strong female leadership. But we wanted to know if this XX presence translated to benefits.

Not always. It’s probably no surprise that females in a leadership position don’t always equal a female-friendly work environment. What do we consider a female-friendly work environment? Let’s start with family leave. At Facebook, both women and men get 16 weeks of paid time off, plus an additional $4,000 in “baby cash” for each child born or adopted.

At Neustar, Yahoo!, Wyndham and Duke Energy, full-time employees receive up to $5,000 per adoption for reimbursement of related court costs, fees and medical exams. Neustar and Yahoo! also offer in vitro fertilization support, including diagnosis and artificial insemination. Yahoo! also offers convenient parking for expectant mothers.

Other notable benefits include flextime or telecommuting. More than 200 employees at (out of 665 worldwide) work from home in the “Careforce.” HSN gives many employees, even at the senior level, flexible arrangements. The sales and service center, where more than 1,500 employees work (full- and part-time) offers a formal work-at-home program. At Wyndham, the variety of flextime options is like a hotel buffet. The company has Job Sharing, Work-at-Home and Summer Fridays for the office-based, an At-Home Agent Program, a Variable Time Program and a Compressed Work Week for those who work longer for four days and skip the fifth workday.

Another highly coveted benefit? Mentoring and internal programs that foster female leadership. At Gap, Inc., Women in Leadership (WIL) addresses challenges facing women in the workplace. Kelly Services offers Leadership in Action (LIA) for women to learn from each other, network and mentor. At Johnson Controls, there is a series of programs to get women in senior-level positions, like the Senior Women Action Network (SWAN), which connects top performers with up-and-coming female talent. The initiatives work: Since 2005, women in senior position has jumped nearly 10 percent.

While we want to highlight and commend the 25 companies on our list, we also want to ask the other 166: What gives? The above benefits are fantastic — but shouldn’t every woman have them?