Strategic planning helps women rise at this consumer products company, where they earn one third of its best salaries. Management thinks so long-term that it considers not only who will succeed current executives but also who could later replace those successors. Accordingly, it works to keep a backlog of its most promising talent, with high-potential women spotlighted from middle management on and given increasingly large assignments that include profit-and-loss responsibility. By the time they arrive in the executive suite, they are on more solid footing, aware of the company’s expectations and prepared to meet them with the right experience. According to recent data, 35% of those being actively considered within the company’s succession planning process are women. Senior executives (including the CEO) frequently direct educational and training sessions.

Chairman, President & CEO: Robert McDonald

Global HR Officer: Moheet Nagrath

% of senior managers who are women: 34%

% of corporate executives who are women: 28%

% of promotions to manager, senior manager and corporate executive positions that went to women: 48%

% of the top 10% of the company’s earners who are women: 31%

% of corporate executives with profit-and-loss responsibility who are women: --

% of the executives running divisions with revenues of more than a billion dollars who are women: --

% of executives who report directly to the CEO who are women: 25%

% of the members of the board of directors who are women: 36%

% of female workforce participating in mentoring: 58%