With all the programs blue-chip firms offer to develop female executives, one question doesn’t get asked often enough: what happens when their participation ends? This financial services corporation thinks long-term, offering its high-potential women mentoring, sponsorship and coaching even after they reach its top ranks. At the level of VP and above, they also participate in the Corporate Sector Women’s Group, which organizes discussions on everything from flexible schedules to industry trends. Female senior managers chosen for the Leaders Morgan Chase program are coached by members of the board of directors and the operating committee.

Chairman & CEO: Jamie Dimon

Executive VP, HR: John Donnelly

% of senior managers who are women: 29%

% of corporate executives who are women: 22%

% of promotions to manager, senior manager and corporate executive positions that went to women: 54%

% of the top 10% of the company’s earners who are women: 29%

% of corporate executives with profit-and-loss responsibility who are women: 21%

% 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: 24%

% of the members of the board of directors who are women: 18%

% of female workforce participating in mentoring: 6%

With more than 175,000 employees in 42 states, this financial services firm could easily have shrugged off attempts to provide workers with child care. Instead, it’s forged solid relationships with three major chains that offer priority enrollment and discounts at nearly 2,000 U.S. child-care facilities. It also hosts backup care at 13 of its own on-site centers and helps connect employees to dozens of near-site providers. To keep its hardworking parents feeling their best, it maintains 21 in-house wellness clinics and promotes health coaching, medical-risk assessments and weight- and disease-management programs. Employees who commit to exercising, pursuing preventive care and completing other health-related activities can earn up to $200; since this option was first introduced in July 2010, workers have used it to score more than $5.6 million.

Chairman & CEO Jamie Dimon 

Executive VP, HR John Donnelly

Women managers/execs 50% 

Women among top earners 35% 

Women hires in 2010 52% 

Average weeks of fully paid maternity leave offered 8 

Allows new moms to “phase back” into work with reduced hours? No

Offers affinity group for new mothers? No

Offers backup childcare? Yes

Employees working flexibly 75%

Multicultural women who work at this financial services corporation can easily find role models, from Kimberly B. Davis, president of the JPmorgan Chase Foundation, who is African American, to Phyllis campbell, the chairman for the Pacific northwest region, who is Asian American. But for a quick blast of inspiration, they need only chat with their colleagues in the women of color connections network, a six-chapter resource group that offers sessions on skills building, leadership and creating a personal brand to 2,000 members. The majority of participants in internal leadership forums for African-American, Asian and latino employees are female. Management collaborates with the 12 employee networks to recruit multicultural employees: in recent hiring events for the retail financial services division, their referrals helped pull in 4,000 new candidates, up to 70% of whom (in some locations) were people of color.

Chairman & CEO Jamie Dimon
Managing Director, Global Head of Diversity Patricia David

At JPMorgan Chase, multicultural women represent…
28% multicultural women
4% of corporate executives
3% of senior managers
10% of the top earners
32% of the company hires
21% of the company promotions
30% of the company losses
Not tracked participants in mentoring programs
41% of participants in affinity groups

JPMorgan Chase will match up to $1,000 of an employee’s annual donation to charity.

Working smarter, not harder, is the idea behind the Career Advancement program for employees at this financial services corporation. With a mix of one-on-one coaching and group workshops, the program helps workers learn that adept communication and self-promotion can reap big results at the office. Enabling multicultural women to gain greater visibility is one of its special missions—but that’s been a focus for the firm since it offered its first employee network for women of color, back in 1995. It now has seven multicultural networks, as well as an increasing number of mentoring circles and leadership forums for African-American, Asian and Latino employees. Diversity Manager Raymond Flautt and the Corporate Diversity Council strive to ensure that each business line is recruiting and promoting multicultural women—and their progress is tracked to enforce accountability. Requiring diverse candidates for every top job has also helped bring multicultural women to the fore to increase the number evaluated for professional and managerial positions. Additionally, the company will match up to $1,000 of an employee’s annual donations to charity.

Multicultural Women 28%
Chairman & CEO Jamie Dimon
VP, Diversity Manager Raymond Flautt

At JPMorgan Chase, multicultural women represent…
2% of corporate executives
2% of senior managers
10% of the top earners
31% of the company hires
28% of the company lossesNot tracked % of participants in mentoring programs
Not tracked % of participants in career counseling programs

JPMorgan Chase’s New Parent Survival Guide provides employee moms with information on lactation rooms, child care, adoption assistance and time off.

Global economic turbulence has forced execs in banking and financial services to examine the core of how they do business—and sparked a new appreciation of the fundamentals. In 2008, this New York City firm stepped up its promotion of flexible schedules, which have been essential to helping employee moms cope—particularly in the wake of last year’s acquisition of Bear Stearns and Washington Mutual, when the workload for many doubled. Telecommuting, job-sharing and flextime are now more widely accepted than ever, as is the practice of conferencing into meetings from home via phone or Internet. Interest in flexible arrangements shot up 87% last year, according to an internal survey, with one of every three employees working a schedule of his or her own making. Two-week camps launched at 14 on-site child-care centers last summer also scored with parents.

Chairman & CEO: Jamie Dimon

Executive VP: John Donnelly

Women managers/execs: 43%

Women among top earners: 28%

Women on board of directors: 17%

Women corporate executive hires in 2008: 34%

Women participating in management or leadership training in the past year: n/a

Women participating in formalized executive succession planning last year: n/a

Women promoted last year who utilized a formal flexible work arrangement: 65%

Formal compensation policies reward managers who help women advance: Yes