Employees in the Tumor Registry at Yale–New Haven Hospital can work any eight-hour shift they like between 6 a.m. and 11 p.m.

You can tell a great deal about an organization by how it treats employees when the chips are down. Last year, senior managers at this teaching hospital donated more than $50,000 to create a fund for coworkers who'd met with financial difficulties, offering them annual grants of up to $2,000 and pairing them with financial counselors. Anyone who meets income requirements may receive free tax preparation, and new seminars on money management help everyone save. The hospital's day-care center offers 10% discounts to families bringing in multiple kids and holds book fairs to raise money for child-care scholarships. Employees who pursue degrees in nursing, diagnostic imaging or respiratory therapy may apply for up to $12,000 in forgivable loans. Free shuttle rides to work and 60% subsidies on monthly bus and train fares also cut costs.

President & CEO Marna Borgstrom

VP, HR Paul Patton

Women managers, senior managers and corporate execs 62%

Women among top earners 83%

Women on board of directors 33%

Women corporate executive hires in 2009 0%  

Women participating in management or leadership training in the past year* 2%

Women participating in formalized executive succession planning last year* 2%

Women promoted last year who utilized a formal flexible work arrangement Not tracked  

Do formal compensation policies reward managers who help women advance? No

*Percentages reflect number of women participants versus company’s total female workforce.

The Women’s Faculty Forum at Yale provides networking and mentoring opportunities and supports gender equity and female scholarship at the university.

When you look at the amazing benefits that this university offers its employees, it's obvious why 11% of them have worked there for more than 25 years. Parents have five on-site child-care centers to choose from, which cater to kids from infancy through kindergarten, and they receive up to 40 hours of subsidized backup care annually. Junior faculty members who need child care during work trips may be granted $1,000 to cover those costs. Health insurance is free for anyone making less than $83,000 (and working at least 20 hours a week), and families can use the campus health center 24/7 year-round. Employees who buy a home in designated areas of New Haven could even score up to $30,000 in grants from the university during their first ten years of ownership. Annual college scholarships of up to $15,200 make it easier for employee kids to afford higher education.

President Richard Levin

VP, HR & Administration Michael Peel

Women managers, senior managers and corporate execs 56%

Women among top earners 36%

Women on board of directors 29%

Women corporate executive hires in 2009 25%

Women participating in management or leadership training in the past year* 9%

Women participating in formalized executive succession planning last year* 1%

Women promoted last year who utilized a formal flexible work arrangement Not tracked   

Do formal compensation policies reward managers who help women advance? No

*Percentages reflect number of women participants versus company’s total female workforce.

Meditation, relaxation and prayer rooms at Wyndham Worldwide HQ help employees find peace.

Unlimited paid vacation time–could such a thing exist? Yes, if you're at the level of vice president or above at this hospitality company, where tantalizing perks are the norm. Associates get deep discounts at thousands of luxurious resorts, and those in the Exchange & Rentals Division even score a free seven-day vacation once a year. Office life is increasingly laid-back, too, since a formal flexible work program was launched in 2009; associates telecommute, compress their weeks or adjust their days around the core hours of 10 a.m. to 3 p.m. The At-Home Agent program allows customer service representatives for the timeshare group to work full-time from home; research shows that their performance meets or exceeds that of their office bound peers. To combat stress, moms work out at a 6,300-square-foot fitness center at headquarters, which is open every day from 6:30 a.m. to 7:30 p.m.

Chairman & CEO Stephen P. Holmes

Executive VP & Chief HR Officer Mary Falvey

Women managers, senior managers and corporate execs 42%

Women among top earners 48%

Women on board of directors 29%

Women corporate executive hires in 2009 29%

Women participating in management or leadership training in the past year* Not tracked   

Women participating in formalized executive succession planning last year* Not tracked   

Women promoted last year who utilized a formal flexible work arrangement Not tracked   

Do formal compensation policies reward managers who help women advance? No

*Percentages reflect number of women participants versus company’s total female workforce.

66% of the top-tier earners at WellStar Health System are women.

Sometimes moms just need an extra hand to get things done, which is why the launch of a concierge service by this health-care organization made such a big splash in 2009. Employees now have someone who can walk their dogs, pick up kids' school assignments or arrange home repairs, among other things. But that's not the only way the organization has helped moms recently. It started covering in vitro fertilization, opened lactation rooms at all sites, expanded job-guaranteed maternity leave to 36 weeks from 16 and padded out its six partially paid weeks of short-term disability leave with three fully paid days. Adoption aid increased for the third year in a row, rising to $5,000 from $4,000, and business-trip backup care was added, costing just $2 to $4 per hour, up to 80 hours per year. Also new: the Nursing Development Leadership program, which offers training and career counseling to those valuable employees.

Acting President and CEO, Executive Vice President and CFO Jim Budzinski

Executive VP, HR David Anderson

Women managers, senior managers and corporate execs 72%

Women among top earners 75%

Women on board of directors 11%

Women corporate executive hires in 2009 38%

Women participating in management or leadership training in the past year* 22%

Women participating in formalized executive succession planning last year* 1%

Women promoted last year who utilized a formal flexible work arrangement 42%

Do formal compensation policies reward managers who help women advance? Yes

*Percentages reflect number of women participants versus company’s total female workforce.

To support associates who want to adopt, WellPoint reimburses part-timers up to $2,500 per child to help cover costs and offers $5,000 to full-timers.

Working from home has become a way of life for many mothers at this health benefits company. Last year, 14% of associates telecommuted full-time, and thousands more did so casually. "It allows me to do my job without worrying about traffic or a long commute to work, and it's easier to attend parent teacher conferences," says senior compliance analyst Colleen Nero, a mom of two who works solely from home. "Virtual teams are common here," adds diversity program manager Monica Frias, also a mom of two, who telecommutes one or two days a week. Karen Bristoe, a senior technical systems analyst, arranges her hours at home around her three kids. She's also using the company's $5,000 tuition aid to get a master's degree. "There's not a day that goes by that I don't realize how fortunate I am," she says.

Chair, President & CEO Angela Braly

VP, Total Rewards Marc Nathan

Women managers, senior managers and corporate execs 58%

Women among top earners 54%

Women on board of directors 38%

Women corporate executive hires in 2009 33%

Women participating in management or leadership training in the past year* 7%

Women participating in formalized executive succession planning last year* 4%

Women promoted last year who utilized a formal flexible work arrangement Not tracked  

Do formal compensation policies reward managers who help women advance? No

*Percentages reflect number of women participants versus company’s total female workforce.

$4 million: What Verizon Communications spent on college scholarships for employees’ dependents in 2009.

What We Love
Lunchtime workouts keep moms fit at this telecommunications company, where 31 on-site health and wellness centers offer yoga, spin and Pilates classes for $15 per month. Discounts at more than 2,000 U.S. health clubs make fitness feasible elsewhere. Expanded on-site medical screenings, immunizations, mammograms and smoking cessation initiatives promote health, while a new website offers health risk assessments that help users pinpoint needed lifestyle changes. New birth moms may take six partially paid weeks off, then reduce their hours for up to a year; there's also $10,000 in adoption aid.

Chairman & CEO Ivan Seidenberg

Executive VP, Corporate HR Marc Reed

Women managers, senior managers and corporate execs 33%

Women among top earners 40%

Women on board of directors 17%

Women corporate executive hires in 2009 0%

Women participating in management or leadership training in the past year* 13%

Women participating in formalized executive succession planning last year* 9%

Women promoted last year who utilized a formal flexible work arrangement 50%

Do formal compensation policies reward managers who help women advance? Yes

*Percentages reflect number of women participants versus company’s total female workforce.

11% of the new hires at VCU Health System last year were returning employees.

Scheduling freedom abounds for the employees of this academic medical center, who earn 27 to 43 paid days off every year. In 2009, 70% of the workforce adjusted their hours or compressed their workweeks, and 20% opted to telecommute or work part-time whenever the need arose. Anyone who puts in 20 hours of work per week is eligible for health insurance, which encourages the use of reduced schedules; supported by this, 6% of employees chose to job-share last year. Self scheduling systems allow many women to handpick the hours that work best for them and even to select overtime shifts when those are available. At least 8% of employees took a leave of absence last year; anyone who does so can continue to receive training and use the center's annual tuition assistance, which covers up to 18 credits at any college. There's even a Weekend Scholars program for employees who attend nursing school, which allows them to work 24 hours (two 12-hour shifts) and get paid for 40.

CEO Sheldon Retchin, MD

VP, HR & Family Care Services Maria Curran

Women managers, senior managers and corporate execs 57%

Women among top earners 65%

Women on board of directors 19%

Women corporate executive hires in 2009 100%

Women participating in management or leadership training in the past year* 16%

Women participating in formalized executive succession planning last year* 1%

Women promoted last year who utilized a formal flexible work arrangement 27%

Do formal compensation policies reward managers who help women advance? No

*Percentages reflect number of women participants versus company’s total female workforce.

100% of the employees at the University of Wisconsin Hospital and Clinics used flextime to add balance to their lives last year.

Investing in its people is a priority for this academic medical center, which last year spent $1.6 million on tuition to help employees pursue certifications and academic degrees. While members of the management team are eligible for a fully paid executive MBA or master's of science, with paid time off to attend classes, there are also development opportunities for high-achieving nurses at the center's Clinical Leadership Institute. A healthy workforce pays its own dividends, so the center grants health insurance to anyone who works at least 12 hours per week and recently extended coverage to employee kids as old as 27. New risk assessments have helped parents pinpoint their health issues and schedule consultations with nurses, dietitians and fitness coaches. To relax, mothers sign up for on-site exercise classes, visit gyms with corporate discounts and enjoy staff knitting groups and book clubs. Kickball games, family swim nights and employee picnics foster a sense of community.

President & CEO Donna Katen-Bahensky

SVP, HR Janice Bultema

Women managers, senior managers and corporate execs 69%

Women among top earners 76%

Women on board of directors 28%

Women corporate executive hires in 2009 50%

Women participating in management or leadership training in the past year* 8%

Women participating in formalized executive succession planning last year* Not tracked   

Women promoted last year who utilized a formal flexible work arrangement 100%

Do formal compensation policies reward managers who help women advance? Yes

*Percentages reflect number of women participants versus company’s total female workforce.

A generous time-off policy gives employees of Turner Broadcasting System 18 paid days off to start, which rises to 23 days after three years.

In times of challenge and crisis, moms at this media company don't have to go far to find support. If they are concerned about their physical well-being, they can visit the new health and wellness center at headquarters, which provides free preventive exams, flu and cold care, vaccinations, allergy shots and health coaching. (A similar center exists in the New York City office.) If they are battling cancer or caring for someone who is, they can turn to a new program that pairs them with a cancer-care nurse and dedicated clinical team. If they plan to deliver or adopt a child (as the primary caregiver), they can rely on eight fully paid weeks off, with $10,000 in adoption aid (up from $5,000 in 2008). Parenting groups and formal mentoring circles serve as sounding boards for any of their other work-life issues.

Chairman & CEO Philip Kent

SVP & Chief HR Officer Loretta Walker

Women managers, senior managers and corporate execs 45%

Women among top earners 37%

Women on board of directors 33%

Women corporate executive hires in 2009 100%

Women participating in management or leadership training in the past year* 15%

Women participating in formalized executive succession planning last year* 4%

Women promoted last year who utilized a formal flexible work arrangement Not tracked  

Do formal compensation policies reward managers who help women advance? Yes

*Percentages reflect number of women participants versus company’s total female workforce.

TriHealth’s Whole Woman’s Survival Kit workshop provides its female employees with guidance on strengthening emotional and physical wellness.

Getting a master's for $280 (plus the price of books) is just one of the great deals available to moms who work at this health-care system. The degree program in organizational leadership was launched at its main office in 2009 and is now offered alongside a $700 bachelor's. The system's new nursing leadership initiative and its existing health sciences and allied health programs are other affordable ways to advance. Employees tap up to $5,000 in tuition aid annually, and nurses are eligible for forgivable loans of up to $10,000. Giving everyone the energy to succeed are on-site fitness centers at two Cincinnati hospitals. Employees who work out, manage their weight and complete risk assessments reduce their monthly insurance premiums by $30; to help with other costs, the system stocks workers' pretax health savings accounts with $1,200 annually. Sandwich generation moms use a free service that connects them with elder-care experts.

President & CEO John Prout

Chief HR Officer Walter Mclarty

Women managers, senior managers and corporate execs 72%

Women among top earners 80%

Women on board of directors 17%

Women corporate executive hires in 2009 100%

Women participating in management or leadership training in the past year* 7%

Women participating in formalized executive succession planning last year* 5%

Women promoted last year who utilized a formal flexible work arrangement 100%

Do formal compensation policies reward managers who help women advance? Yes

*Percentages reflect number of women participants versus company’s total female workforce.