Ambitious moms find many avenues open to them at this tech company. In 2010, more than 11,000 employees participated in professional-development workshops, and 3,500 checked out Career Day in Hillsboro, OR. To connect with colleagues who share their upwardly mobile aspirations, at least 4,000 female employees took part in events hosted by the Women at Intel network, from speed-mentoring sessions to multiple leadership conferences. Up-and-coming senior women involved in the new Extend Our Reach program receive sponsorship from 28 of the company’s female executives, who provide key insights on achieving success and accelerating their rise. If they have a technical bent, employees may be invited into the Women Principal Engineers and Fellows Forum, which arranges stretch assignments and coaching.

CEO Paul Otellini

Senior VP, Director HR Patty Murray

Women managers/execs 18% 

Women among top earners 14% 

Women hires in 2010 24%

Average weeks of fully paid maternity leave offered 0

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 80%

Intel employees were thrilled to discover that they had all received a surprise $1,000 thank-you bonus from their employer at the end of 2009.

Parents enjoy this technology company's Family Fun events, held at least 55 times a year, at which they play games, watch movies and volunteer with their kids. More than 25,000 employees attended one last year, echoing the interest shown in other parenting programs, such as child-care fairs and lactation seminars. The Parents' Network holds quarterly meetings at all major sites, and its discussions are popular, too. Employees receive priority access to 15 near site child-care centers and may request backup care that's either subsidized or completely free, depending on their office location. Older kids are eligible for college scholarships of up to $4,000. Support for flexible schedules allowed at least 80% of employees to adjust their hours or telecommute at some point in 2009; another 25% (mostly plant workers) compressed their weeks. Anyone working fewer than 40 hours may join "80% and Under," a dedicated group for those with alternative arrangements.

CEO Paul Otellini

SVP, Director HR Patricia Murray

Women managers, senior managers and corporate execs 13%

Women among top earners 14%

Women on board of directors 27%

Women corporate executive hires in 2009 40%

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

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.

Intel’s Family Fun Nights serve up free movies, board games and activities for employees and their children.

Women who work for this Santa Clara, CA–based semiconductor giant really champion one another’s advancement, building on Intel’s intent to be its industry’s “leader in diversity.” Female vice presidents and “fellows” direct a Women’s Initiative (launched in 2005 to place more women in influential roles). Its two-hour mentoring lunches provide essential coaching for senior women, showing them how to gain greater workplace visibility, score promotions and stay focused on success during the economic downturn. With their mentor’s backing, talented women enter a three-week Leadership in Action program, a training ground for future executive stars. Good child care supports them, too, including 17 near-site centers with priority access to backup, summer and holiday care, $300 annual reimbursements for in-home providers and 110 family network homes. Manufacturing employees often compress their workweeks into three days, while other employees can work from home at least once a week.

CEO: Paul Otellini

Senior VP, Director HR: Patricia Murray

Women managers/execs: 17%

Women among top earners: 1%

Women on board of directors: 36%

Women corporate executive hires in 2008: 20%

Women participating in management or leadership training in the past year: 17%

Women participating in formalized executive succession planning last year: 18%

Women promoted last year who utilized a formal flexible work arrangement: n/a

Formal compensation policies reward managers who help women advance: No