Despite its smaller workforce, this secondary mortgage lender wows in its first appearance on our list, offering its 5,000+ employees opportunities that exceed those of larger organizations. Impressively, diverse workers fill 48% of all jobs, make up 44% of all hires and earn 46% of all promotions—and they’re increasingly well represented at the top, too, comprising 17% of all new officers. Rising female directors and officers are helped along by the Freddie Mac Women’s Cohort Program, which offers sponsorship, mentoring and skills training. Career coaching, leadership panels and heritage events entertain and inform members of the company’s seven employee networks, to which 25% of the workforce belongs. Diversity training includes one-day development workshops addressing the professional challenges faced by African American, Asian, Hispanic/Latino and female employees.

CEO: Ed Haldeman
Senior VP & CDO: Dwight Robinson

Multicultural women represent…
22% of total employees
7% of corporate executives
8% of senior managers
6% of the top earners
18% of the company promotions in 2011
9% of the board of directors in 2011
 
What percent of the multicultural women employees participated in mentoring? --

What percent of the multicultural women employees participated in affinity groups? 49%

Freddie Mac’s Sandwich Generation Network gives employees with child-care and elder-care responsibilities a place to discuss their challenges.

With 5,350 employees at 17 sites in seven states, this mortgage finance firm wisely focuses on benefits that can be customized. To subsidize their insurance premiums, all workers receive biweekly FlexDollars, which they can apply toward a top-tiermedical plan, vision care, dental or life insurance; if they prefer, they may use them to buy extra vacation days. Employees who seek flexibility can opt to job-share, telecommute or compress their weeks, and last year, more than 50% tried some type of alternative arrangement. Anyone with older relatives or kids from age 12 weeks to 12 years may access subsidized backup care. Women looking to boost their careers can apply for $5,250 in annual tuition aid or seek mentoring through seven employee networks. Sessions on "Life Clutter and What to Do About It‚" and "How Did I Get So Busy‚" make moms laugh and help them try to find balance.

CEO Ed Halderman

Executive VP, HR & Corporate Services Paul George

Women managers, senior managers and corporate execs 45%

Women among top earners 34%

Women on board of directors 27%

Women corporate executive hires in 2009 11%

Women participating in management or leadership training in the past year* 63%

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

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.

For high-school and college-age kids of parents employed by this McLean, VA–based home finance firm, learning about money is a snap—thanks to the daylong financial literacy class available to older children. After teens select a desired future occupation, marital status and number of kids, group leaders challenge them to figure out how to make realistic salaries stretch. To increase their own financial awareness, parents sign up for in-house workshops on credit education, home buying and foreclosure prevention. While the firm offers employees forgivable $12,000 loans toward new homes, its biggest draw for multitasking moms may be its generous backup-care program, which provides in-home help with little ones and elders for just $15 per day (up to 20 days per year), plus priority access at a child-care center near headquarters. In 2008, the firm formalized flexible schedules to help secure something just as valuable—extra time.

Interim CEO: John A. Koskinen

Executive VP, HR & Corporate Services: Paul George

Women managers/execs: 46%

Women among top earners: 29%

Women on board of directors: 27%

Women corporate executive hires in 2008: 33%

Women participating in management or leadership training in the past year: 56%

Women participating in formalized executive succession planning last year: 37%

Women promoted last year who utilized a formal flexible work arrangement: 17%

Formal compensation policies reward managers who help women advance: No