Training is everything at this technology company, where women can take advantage of generous annual tuition aid, a wealth of internal learning courses and (in preparation for profit-and-loss positions) fully paid MBA degrees. Those with an eye on the executive suite may attend a leadership course called Building Relationships and Influencing; after completing it, they often use the information they’ve acquired to help guide junior women. (New president and CEO Virginia Rometty no doubt serves as an inspiration.) Groups of up to 40 female employees gain a sense of empowerment while being mentored by executive facilitators in the Taking the Stage program, which aims to further refine their leadership skills. Opportunities for additional education include a workshop on “Building Your Brand” and the Multicultural Women Speaker Series. Plus, the Technical Women Pipeline program nurtures ambitious engineers.

President & CEO: Virginia Rometty

Senior VP, HR: Randy MacDonald

% of senior managers who are women: 28%

% of corporate executives who are women: 23%

% of promotions to manager, senior manager and corporate executive positions that went to women: 32%

% of the top 10% of the company’s earners who are women: 19%

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

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

% of executives who report directly to the CEO who are women: 14%

% of the members of the board of directors who are women: 17%

% of female workforce participating in mentoring: 100%

Business program manager Younghee Overly, in addition to being a busy working mom, is the North Carolina chapter president of UNIFEM/USNC, an organization dedicated to empowering women globally.

This past year, she organized and led the UNIFEM/USNC annual conference, where the theme focused on strategies to end violence against women. In addition, as the North Carolina chapter president, Younghee raised $36,000 at a one-day event and saw $29,000 go directly to charity after all expenses were paid.  She was able to inspire many volunteers to contribute to the event and make it a magical, empowering day for all.

Younghee shares what she has learned about the global women’s movement as a mentor with others in her job, specifically the realization that the global women’s movement is not just about empowering women to end poverty and violence against people aroud the world. It is about having a dream to really help and make a difference to as many people as possible in the global community.

Working a flexible schedule is fast becoming second nature for this technology giant’s employees, all of whom adjusted their schedules or compressed their workweeks at some point in 2010. Some 40% also telecommuted, with more than 15,000 remote workers thronging the company’s 24 OTTO (Other Than Traditional Office) networking groups. Free seminars like “Success Strategies for Teleworkers” and the “Working Woman’s Survival Course: Practical Help for Creating Balance in Your Life” guide their efforts. Parents who don’t live near the company’s three child-care centers can take their kids to 141 additional facilities or use up to 25 days of backup care per year. Their teens may access a college-coaching program and scholarships that average about $3,000. Every employee gets six hours of free eldercare assistance annually.

Chairman, President & CEO Samuel Palmisano 

Senior VP, HR J. Randall MacDonald

Women managers/execs 29% 

Women among top earners 20% 

Women hires in 2010 25% 

Average weeks of fully paid maternity leave offered 7 

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 100%

*Total global workforce

"Think globally, act locally” is a fitting tagline for this technology company’s Diversity 3.0 mandate, the set of six guidelines that spell out its commitment to employing women and people of color and fostering cross-cultural awareness worldwide. Hiring a diverse, well-rounded workforce is important to IBM; its Project View Plus recruitment events actively seek out female professionals and underrepresented minorities, encouraging them to apply for jobs. regional conferences for multicultural women give them the opportunity to discuss their challenges and learn from leaders (many of whom become mentors). Additional seminars for minority women focus on professional development and career growth and are offered through the company’s North American Women’s Council. The company’s succession plan has had a special focus on promoting diverse workers for decades, and management provides those it considers highest-potential with coaches.

Chairman, President & CEO Samuel Palmisano
VP, Global Diversity & Workforce Programs Ronald C. Glover

At IBM, multicultural women represent…
9% multicultural women
2% of corporate executives
4% of senior managers
4% of the top earners
10% of the company hires
8% of the company promotions
11% of the company losses
Not tracked participants in mentoring programs
62% of participants in affinity groups

On a mission to advance women worldwide, the Global Women’s Council at this information technology company has been a powerful force for change since its 2009 launch. More than 40 women’s councils exist internationally, and their cumulative influence has encouraged 80% of female employees to engage in initiatives designed to boost their careers. Grassroots efforts help women explore how to excel professionally

Chairman, President & CEO Samuel Palmisano

VP, Diversity & Workforce Programs Ronald C. Glover

30% of employees are women

30% of managers are women

28% of senior managers are women

21% of corporate executives are women

33% of recent promotions to manager, senior manager or corporate executive have gone to women

21% of top earners are women

76% of women participate in mentoring

80% of women participate in networking

22% of women participate in sponsorship programs

27% of women participate in leadership development programs

Offers women’s task force? Yes

IBM employee kids with top marks and strong SAT scores are eligible for college scholarships of $2,000 to $8,000 per year.

This information technology company offers real help to employees whose children have mental, physical or developmental issues. Its Special Care for Children program covers medical testing and therapies not reimbursed by insurance, plus academic remediation, up to a lifetime maximum of $50,000. And its new Exceptional Caregiving website fosters support groups among parents and serves as a resource on education, health care and financial strategies. The recently created Global Work/Life Council is designed to spearhead equally vital initiatives. In the meantime, employees can manage stress by following wellness action plans that boost their energy, improve their diets and get them into shape. Workers receive $150 for completing them.
 

Chairman, President & CEO Samuel Palmisano

VP, Diversity & Workforce Programs Ronald C. Glover

Women managers, senior managers and corporate execs 29%

Women among top earners 21%

Women on board of directors 23%

Women corporate executive hires in 2009 Private  

Women participating in management or leadership training in the past year* 27%

Women participating in formalized executive succession planning last year* 22%

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.

IBM’s Taking the Stage™ program shows female employees how to project an aura of leadership whenever they speak at work.

Women make up 31% of employees at this technology juggernaut, and they got a big boost last year with the introduction of its North American Women’s Council. Boasting a special team that addresses the needs of multicultural women, the council pinpoints areas multicultural women would like to learn more about and organizes lectures and discussions around the topics with senior leaders. The initiative also sponsors the Multicultural Women Leadership Forum, a one-day seminar—held this year in Atlanta, Austin, TX, and Research Triangle Park, NC—that gives high-potential female employees valuable face time with executives. Reverse mentoring is being piloted through the council as a useful adjunct to existing mentoring programs already sponsored by female executives, leadership forums and diversity networks. One particular standout is the La Red MBA group for Latina women, which offers virtual speed mentoring. Women looking to move into higher management, sales or technical positions may sign up for Blue Talent, a new program in which they follow a career map for six to 18 months. Additionally, the company’s pipeline development programs have a dedicated focus on women and minorities, backed up by executive sponsorship.

Multicultural Women 9%
Chairman, President & CEO Samuel Palmisano
VP, Diversity & Workforce Program Ronald Glover

At IBM, multicultural women represent…
2% of corporate executives
4% of senior managers
4% of the top earners
11% of the company hires
1% of the company lossesNot tracked % of participants in mentoring programs
Not tracked % of participants in career counseling programs

70% of IBM managers oversee teams with at least one remote worker.

When you look at the sheer volume of perks this information technology company offers its working moms, it’s hard to believe women don’t fill every job here. New mothers can take three years off after the birth or adoption of a child with at least six weeks fully paid. Women who adopt are reimbursed for up to 80% of their related expenses, up to $2,500 per year. In addition to three on-site child-care centers, the company offers two thirds of its workers priority access at near-site childcare centers, plus resources and referrals to find any other type of care they need. If children have a mental or physical disability that health insurance won’t cover, parents can tap a dedicated financial fund to defray the cost of therapy and treatment. Also impressive: Employees’ college-bound kids are eligible for up to $12,000 in corporate scholarships.

Chairman, President & CEO: Sam Palmisano

VP, Diversity & Workforce Programs: Ronald C. Glover

Women managers/execs: 29%

Women among top earners: 20%

Women on board of directors: 25%

Women corporate executive hires in 2008: 50%

Women participating in management or leadership training in the past year: 50%

Women participating in formalized executive succession planning last year: 28%

Women promoted last year who utilized a formal flexible work arrangement: 26%

Formal compensation policies reward managers who help women advance: Yes