Being able to make room in their schedules for family needs strengthens female executives’ commitment to this insurance, annuities and employee benefits provider. At least one out of every seven associates has a formal alternative work arrangement, ranging from flextime to telecommuting and compressed workweeks. Career development activities are available to high-potential female managers and executives through training initiatives such as the Smith College Consortium for Women. Women represent more than half of the company’s management ranks.

Chairman, President & CEO: Steven A. Kandarian

Executive VP & Chief HR Officer: Frans Hijkoop

% of senior managers who are women: 37%

% of corporate executives who are women: 17%

% of promotions to manager, senior manager and corporate executive positions that went to women: 56%

% of the top 10% of the company’s earners who are women: 32%

% of corporate executives with profit-and-loss responsibility who are women: 17%

% of the executives running divisions with revenues of more than a billion dollars who are women: 0%

% of executives who report directly to the CEO who are women: 33%

% of the members of the board of directors who are women: 31%

% of female workforce participating in mentoring: <1%

For a mom, the knowledge that you have someone reliable to look after your children when you can’t be there is invaluable. No one knows this better than the women at this insurance, employee benefits and financial services provider, who each year receive up to 20 days of babysitting at affiliated child-care centers and pay just $20 per child (or $30 per family) per day. In 2010, registrations for the service soared 19% over the year before, boosted (in part) by an expansion that gave even more users access to nearby care. Anyone requiring full-time coverage also earned reduced rates on tuition at a variety of area child-care facilities. Should moms run out of  options, they can tweak their schedules: Just 18% of employees have a formal flexible work arrangement, but 85% go off-site as needed. Those with aging relatives tap free access to experts who help with elder-care plans.

President & CEO Steven A. Kandarian 

Executive VP & Chief Human Resources Officer Frans Hijkoop

Women managers/execs 45% 

Women among top earners 40% 

Women hires in 2010 51% 

Average weeks of fully paid maternity leave offered 8 

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 90%

95% of MetLife associates can work remotely whenever they need.

The arrival of a child is celebrated by this financial services firm, which allows most new moms to take eight paid weeks off and grants two fully paid weeks off to new dads and adoptive parents. There are private lactation rooms at 37 locations, and the firm even gives moms a "conversation road map" that helps them discuss their breaks with managers. Financial perks include $10,000 in adoption aid per child, 20 days of subsidized backup care annually, and day-care discounts. Associates' teens and college-age kids can apply for the $3,000 Pathways Scholarship, which helps with higher-education costs. Women raising kids solo appreciate the "Parenting Strategies for Single Parents" seminar, which helps them meet personal challenges. The Professional Women at MetLife network sponsors workshops on topics such as "Managing Your Career and Family."

Chairman, President & CEO C. Robert Henrikson

Executive VP, HR Kathleen Henkel

Women managers, senior managers and corporate execs 46%

Women among top earners 41%

Women on board of directors 27%

Women corporate executive hires in 2009 0%

Women participating in management or leadership training in the past year* 1%

Women participating in formalized executive succession planning last year* 1%

Women promoted last year who utilized a formal flexible work arrangement 8%

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

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

MetLife’s Women in Finance network helps female officers broaden their skills and form professional alliances.

Nothing speaks as loudly as results, which is why female agents flock to the Women’s Sales Forum offered by this insurance, employee benefits and financial services provider: It shows them how to promote their business and increase sales, allowing them to stand out from the crowd. Multicultural women also benefit by belonging to Professional Women at MetLife, an affinity group that sponsors speed networking activities and hosts workshops on topics such as mastering leadership skills and understanding different communication styles. Just as comprehensive are the offerings of the Multicultural Resources Network, an affinity group founded in 1992, which offers self-development workshops and fosters networking between associates and senior leaders. Each year, the company cohosts a major conference for African-American financial professionals, in part to help women build relationships with some of the industry’s top talent. Networking also happens at gatherings hosted by the National Council of La Raza and the National Urban League, with which the company has a 58-year partnership.

Multicultural Women 14%
Chairman, President & CEO C. Robert Henrikson
VP of Employee Relations Lynne DiStasio

At MetLife, multicultural women represent…
2% of corporate executives
6% of senior managers
9% of the top earners
15% of the company hires
16% of the company lossesNot tracked % of participants in mentoring programs
Not tracked % of participants in career counseling programs

100% of MetLife employees say that the firm’s backup care is among the best benefits it offers.

Flexible schedules are a solid investment for this financial services firm, which has used them to boost workforce productivity and slash business costs since the 1970s. This New York City–based company promoted flexibility last year by introducing online tests to help workers determine which alternative arrangement best suits their job, as well as training programs to show managers how to help employees succeed. Approximately 80% of employees are equipped to work remotely, and about half of them did so last year—with many working from home on Fridays. Moms flex their schedules to take kids to the doctor or pick them up after school, and job-sharing and compressed hours are also available. Child care is abundant, with discounted full-time slots at more than 1,000 centers, access to backup care through 300 centers and $15-per-day holiday care. Birthmoms may take eight fully paid weeks of leave, while adoptive parents receive two paid weeks.

Chairman, President & CEO: C. Robert Henrikson

Senior VP: Kathleen Henkel

Women managers/execs: 41%

Women among top earners: 32%

Women on board of directors: 23%

Women corporate executive hires in 2008: 100%

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

Women participating in formalized executive succession planning last year: 25%

Women promoted last year who utilized a formal flexible work arrangement: 3%

Formal compensation policies reward managers who help women advance: No