Veronica is from Marietta, GA, and mom to Christopher (2).

Veronica Sheehan proves that regardless of life’s obstacles or how far you stray from your intended path, you can persevere. As Senior VP of global network operations and International IT for Turner Broadcasting System, Veronica oversees more than 1,100 employees around the world. She just might be perceived as one of those women who “has it all.”

But Veronica has overcome her share of struggles and credits her single mother, who raised four children, as the foundation of her strong will. Veronica is a single mom herself and an inspiration to many, including the 1,400 members of Turner Women Today, the business resource group she created.

Veronica joined Turner in 1999 as broadcast operations director. In less than a year she was promoted to VP of Turner Studios as the first female vice president in the division, despite her lack of a technical or engineering background. But she overcame fears, embraced challenges and was extremely successful. She was promoted in 2006 to Senior VP of U.S. network operations and successfully led the division until accepting her current role. 

At Turner, Veronica is known as a smart, compassionate, dedicated leader and tireless mentor. In addition to starting Turner Women Today, she has served three years as Chapter Advisor for the Southeast Chapter of Women in Cable Telecommunications. In 2010, she received one of Women in Cable Telecommunications’ highest accolades, when she was named a Woman to Watch.

Although Veronica found her career very fulfilling, there will still one more role she wanted to achieve: that of a mom. In 2009 she decided to adopt as a single mom. During the process, she experienced challenges and heartache, but didn’t give up. She eventually adopted her son Christopher, now 2.

For Veronica, being Christopher’s mom brings her the most joy and reward.  A strong work ethic and challenging herself to work past her fears have helped drive her success, but as her “ultimate leveler,” Christopher drives her to work smarter.  Veronica’s struggles have made her who she is, and continue to fuel her passion to inspire others to overcome fear and take risks.

 

Turner Broadcasting System moms who require backup childcare during their business trips or overtime hours are eligible for up to $250 in annual reimbursements.

Moms-to-be breathed a sigh of relief recently when this media company increased its maternity and adoption leave to ten fully paid weeks from eight, acknowledging that those early bonding days are irreplaceable. As they adjust to parenthood, mothers may take advantage of a free counseling benefit, and attend seminars on everything from postpartum depression and pediatric nutrition to potty training and separation anxiety. If they find themselves in urgent need of child care, they can call providers who will come to their homes ($4 per hour) or take their kids to an area facility ($15 per child; $25 per family). They can use pretax dependent-care accounts, save in a 401(k) (now with a higher match) and attend sessions on budgeting and retirement.

Chairman & CEO Philip Kent

Senior VP & Chief HR Officer Loretta Walker

Women managers/execs 46% 

Women among top earners 38% 

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 50%

A generous time-off policy gives employees of Turner Broadcasting System 18 paid days off to start, which rises to 23 days after three years.

In times of challenge and crisis, moms at this media company don't have to go far to find support. If they are concerned about their physical well-being, they can visit the new health and wellness center at headquarters, which provides free preventive exams, flu and cold care, vaccinations, allergy shots and health coaching. (A similar center exists in the New York City office.) If they are battling cancer or caring for someone who is, they can turn to a new program that pairs them with a cancer-care nurse and dedicated clinical team. If they plan to deliver or adopt a child (as the primary caregiver), they can rely on eight fully paid weeks off, with $10,000 in adoption aid (up from $5,000 in 2008). Parenting groups and formal mentoring circles serve as sounding boards for any of their other work-life issues.

Chairman & CEO Philip Kent

SVP & Chief HR Officer Loretta Walker

Women managers, senior managers and corporate execs 45%

Women among top earners 37%

Women on board of directors 33%

Women corporate executive hires in 2009 100%

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

Women participating in formalized executive succession planning last year* 4%

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.

At Turner Broadcasting System, 25 vans ferry employees to and from work so they can avoid Atlanta congestion. In 2008, 250 workers got on board.

Coping with a child’s autism diagnosis is never easy, but for employees of this Atlanta-based media giant, help is only a phone call away. After years of staff requests for support, the company just introduced its Autism Advocate program, which connects parents with a licensed specialist for treatment advice and aid finding resources. Meanwhile, an expanded family medical benefit provides up to $30,000 annually for coverage of autism or autism spectrum disorder. New or potential parents seeking developmental information can contact registered nurses to discuss matters—even before they conceive. A new parenting group at headquarters gives moms a place to trade tips.

Chairman & CEO: Philip Kent

Senior VP & Chief HR: Officer Loretta Walker

Women managers/execs: 46%

Women among top earners: 36%

Women on board of directors: 33%

Women corporate executive hires in 2008: 33% 

Women participating in management or leadership training in the past year: 11%

Women participating in formalized executive succession planning last year: 30%

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

Formal compensation policies reward managers who help women advance: Yes