When this pediatric health-care system promotes its executives, it’s likely to draw from its own ranks: In fact, 65% of its current leaders have risen up through the organization. Little wonder, then, that it spends $7 million annually to train and develop employees, with the bulk of its efforts focused on the in-house Center for Leadership. Through its initiatives, female directors spend 18 months learning about the business and personal strategies necessary for executive positions; managers enroll in a one-year program that helps fast-track their careers. Mentoring, coaching and tuition aid of up to $5,000 keep everyone moving ahead.

President & CEO: Donna Hyland

Senior VP, Strategic Planning & HR: Linda Matzigkeit

% of senior managers who are women: 65%

% of corporate executives who are women: 43%

% of promotions to manager, senior manager and corporate executive positions that went to women: 79%

% of the top 10% of the company’s earners who are women: 73%

% of corporate executives with profit-and-loss responsibility who are women: 70%

% of the executives running divisions with revenues of more than a billion dollars who are women: 100%

% of executives who report directly to the CEO who are women: 60%

% of the members of the board of directors who are women: 26%

% of female workforce participating in mentoring: 8%

In December 2003, medication safety officer Lisa Davis and her husband Duane got the call: A woman in Oklahoma had selected them to be the adoptive parents of her unborn baby. Despite not being able to have children herself, Lisa knew she was destined to be a mom, and with some help from the adoption benefit at Children’s Healthcare of Atlanta, she and Duane were overjoyed to welcome a baby boy into their lives.

Unfortunately, Lisa never got to meet him. His birth mother changed her mind during labor. A second adoption attempt ended with the same result: This time, the birth mom had the child in secret.

With two failed adoptions weighing heavy on their hearts and wallets, Lisa and Duane decided to try one last time, and a few months later, Lisa stood in a Colorado delivery room, holding her newborn daughter, Maggie, in her arms. Six years later, they still can’t get over the miracle of her birth and the joy she’s brought into their lives.

As a working mom, Lisa inspires her colleagues through her commitment to her family, her career and her health. She comes to work early to take advantage of the Strong4Life wellness program offerings at Children’s and uses the walking trails or takes an onsite exercise class, so that when she gets home each evening she can focus on Maggie.

Lisa also makes sure Maggie understands that when her mom goes to work, she’s helping sick kids get better. And because Lisa includes her family in work gatherings—whether it’s a department cookout or a company-wide 5K race—Maggie considers her mom’s co-workers extended family.

Female role models abound at this pediatric health-care system, where women fill seven of the 11 slots on the executive team and manage all three hospitals. To stay healthy, top moms engage in walking competitions or explore their employer’s new onsite walking trails; many also take its free yoga and Zumba classes. Workers have shed more than 32,000 pounds since the system’s Strong4life wellness program started in 2008; it offers fitness coaching, nutrition counseling and weight-loss initiatives that encourage mothers to track their eating and exercise online. Just how fit is everybody? More than 200 female employees recently completed Iron Girl Atlanta, a triathlon.

President & CEO Donna Hyland

Senior VP, Strategic Planning & HR Linda Matzigkeit

Women managers/execs 71% 

Women among top earners 78% 

Women hires in 2010 83% 

Average weeks of fully paid maternity leave offered 4 

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

Offers affinity group for new mothers? Yes

Offers backup childcare? Yes

Employees working flexibly 68%

Strong4Life, the on-site wellness program at Children’s Healthcare of Atlanta, has inspired employees to get fit and lose 20,000+ lbs. since 2008.

Moms are deeply appreciated by this pediatric health-care system, which annually names one female employee Working Mother of the Year and rewards her with a paid day off, a spa trip and Atlanta activity passes. She then joins Team Mom, a committee of employees who help guide working parents. When they're in a real bind, parents can access backup child care at area facilities and even request an in-home visit by a caregiver (average costs: $16 and $32 per day, respectively). All employees have access to a database of prescreened babysitters and may attend "speedsitting events‚" to meet them. Lactation rooms, gift certificates for free meal preparation and three subsidized day-care centers a stone's throw from work are a big help, as is a $10,000 benefit for adoption and infertility treatments.

President & CEO Donna Hyland

SVP, Strategic Planning & HR Linda Matzigkeit

Women managers, senior managers and corporate execs 70%

Women among top earners 78%

Women on board of directors 29%

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* 0%

Women promoted last year who utilized a formal flexible work arrangement 20%  

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

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

Children’s Healthcare of Atlanta surprised employees with $100 in gas and grocery cards in 2008.

Donna Hyland, a mother of two, became this Atlanta-based health-care organization’s CEO last May. Mothers fill 62% of all jobs here, and benefits read like a parent’s wish list: six fully paid weeks of maternity leave, $100 baby savings bonds, three near-site child-care centers, discounts at 3,000 child-care facilities and pretax dependent-care accounts with a $1,040 match. Last year, the company spent $7 million to train and educate employees at all levels. To prevent burnout, it expanded flex schedules, launched a wellness program and introduced stress-reducing workshops. Also new last year: free on-site personal training with dietitians and fitness coaches, who award the most ardent gym-goers with $1,000 shopping sprees. Staffers who log on to the Working Moms Network and share their best tips can win family tickets to local attractions.

President & CEO: Donna Hyland

Senior VP, HR: Linda Matzigkeit

Women managers/execs: 72%

Women among top earners: 69%

Women on board of directors: 38%

Women corporate executive hires in 2008: 25%

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

Women participating in formalized executive succession planning last year: 92% 

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

Formal compensation policies reward managers who help women advance: Yes