WellPoint employee children who are the first in their families to attend college are eligible for scholarships of up to $20,000.

Knowing that women make 70% of all health-care decisions for their families, this Indianapolis-based health benefits company understands it’s smart to support their representation at the top. In 2008, the majority of WellPoint’s managers and executives were female (as were more than half of those in the succession planning program), and it introduced a nine-month Diversity Mentoring program to help them climb higher. Top executives guide women at the level of manager and above through targeted developmental “assignments,” including public speaking and expanding their personal networks. For balance, half of all workers flex their hours and one third telecommute, while employees giving birth or adopting can take 12 job-guaranteed weeks off and halve their hours the first week they’re back, with a full week’s pay. Resource and referral helps them find child care, for which there’s a 10% match (up to $455) in their $5,000 pretax savings accounts.

President & CEO: Angela Braly

VP, Total Rewards: Marc Nathan

Women managers/execs: 58%

Women among top earners: 47%

Women on board of directors: 35%

Women corporate executive hires in 2008: 29%

Women participating in management or leadership training in the past year: 30%

Women participating in formalized executive succession planning last year: 51%

Women promoted last year who utilized a formal flexible work arrangement: 5%

Formal compensation policies reward managers who help women advance: Yes