Executives who want to have lasting careers thrive on getting feedback—it’s essential to understanding how others see them and determining the types of moves they should make next. At this financial services organization, women often get valuable career input, whether it comes from the senior manager who mentors them when they’ve just joined the management ranks or the professional coach who advises them when they make the executive management team. Even when employees pursue a promotion or a lateral job move, they may hear from the talent acquisition specialist who interviews them about how they’re doing. Female managers and directors in the 15-month Emerging Leader development program may shadow executives who work in areas that interest them; more than a dozen on-site and 500 online courses help them become more effective on the job.

President & CEO: Roger Ferguson 

Executive VP, HR: Dermot O’Brien

% of senior managers who are women: 34%

% of corporate executives who are women: 22%

% of promotions to manager, senior manager and corporate executive positions that went to women: 42%

% of the top 10% of the company’s earners who are women: 30%

% of corporate executives with profit-and-loss responsibility who are women: 0%

% of the executives running divisions with revenues of more than a billion dollars who are women: 33%

% of executives who report directly to the CEO who are women: 22%

% of the members of the board of directors who are women: 35%

% of female workforce participating in mentoring: 1%