Family health insurance is worth its weight in gold these days, but parents at this leading bank only need to work 20 hours per week to earn it. If they want to cut their out-of-pocket costs, they can save $5,000 annually in pretax health accounts; similar versions offset dependent-care and commuter expenses. While ten on and near-site child-care centers offer subsidies, parents can also call a resource and referral service to locate nannies, day cares, backup assistance and special-needs caregivers. Employees who are thinking about the future may consult the benefits Education and Planning center, whose counselors will pinpoint savings goals for their retirement and work with them to build a long-term financial strategy. Altruistic types may take two paid hours off per week to volunteer; over a year, that’s 13 days.

CEO Brian T. Moynihan

Global Head of HR Andrea Smith

Women managers/execs 47% 

Women among top earners 37% 

Women hires in 2010 57% 

Average weeks of fully paid maternity leave offered 12 

Allows new moms to “phase back” into work with reduced hours? Yes

Offers affinity group for new mothers? No

Offers backup childcare? Yes

Employees working flexibly 30%

Child care is expensive, so this bank offers financial aid to help employees offset their costs. If they like, parents can set aside up to $5,000 of their annual income in pretax dependent-care accounts and use it to pay for necessary services. Grants at three on-site and seven near-site child-care centers also help.

President & CEO Brian T. Moynihan 

Global Head of HR Andrea Smith

Offers on-site or near-site childcare Yes

Sponsors backup childcare Yes

Sponsors sick-child care Yes

Sponsors before- or afterschool childcare Yes

Offers business-travel childcare reimbursements Yes

Offers support groups for parents of teens Yes

Offers college coaching Yes

Offers affinity group for employees with children who have special needs Yes

Offers scholarships to employees’ family members Yes

Offers adoption assistance Yes

49% of managers are women

As anyone who works at this banking giant knows, having your colleagues’ support can make all the difference. With its 28 U.S. chapters, the bank’s LEAD for Women network helps members broker alliances with other women across lines of business and introduces them to higher-ups who could become career sponsors. Dedicated women’s councils serve the technology group, investment banking and markets division, among others.

President & CEO Brian T. Moynihan

SVP, CompensatioN & Benefits Executive E. Randall Morrow

61% of employees are women

49% of managers are women

32% of senior managers are women

24% of corporate executives are women

36% of recent promotions to manager, senior manager or corporate executive have gone to women

36% of top earners are women

Not tracked % of women participate in mentoring

Not tracked % of women participate in networking

Not tracked % of women participate in sponsorship programs

Not tracked % of women participate in leadership development programs

Offers women’s task force? Yes

Bank of America employees who adopt are reimbursed up to $8,000 per child.

Despite a history that stretches back more than 200 years, this bank stays modern by allowing its employees to define how they work. Mothers enrolled in its My Work program may log in from home or a satellite office, whichever is more convenient; as of 2009, more than 16,000 associates had signed up for the option, and 94% said it made them more productive. Under the Select Time program, employees who need more flexibility may temporarily switch to a part time schedule and ramp back up when work demands. All new parents may take 26 job guaranteed weeks off after the birth or adoption of a child, with full pay for 12 weeks. With a manager's approval, moms can spend two paid hours per week volunteering at their kids' schools. If they want to go back to school themselves, there's $5,250 in tuition aid.

President & CEO Brian T. Moynihan

SVP, Compensation & Benefits Executive E. Randall Morrow

Women managers, senior managers and corporate execs 47%

Women among top earners 36%

Women on board of directors 14%

Women corporate executive hires in 2009 50%

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 30%

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

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