Nearly 5% of new hires at the McGraw-Hill Companies last year were women who had left the workforce after having children.

Mothers take an active role in shaping their own careers at this New York City–based information services provider. Individual and group mentoring programs are so popular here that new openings fill up within minutes. More than one third of all female employees belong to the Women’s Initiative Network, and the number of women in senior manager jobs has risen 30% in five years. Advancing workers are also eligible for high-level mentoring and executive coaching through an 18-month leadership program. Finding help with the kids is a cinch, thanks to on-site child care at national sales conferences, widespread child-care chain discounts and inexpensive backup care offered in-home and through local centers, available 12 times per year. Parents with an annual income of less than $85,000 can receive a $1,000 match in their pretax dependent-care accounts.

Chairman, President & CEO: Harold “Terry” McGraw III

Executive VP, HR: David L. Murphy

Women managers/execs: 42%

Women among top earners: 27%

Women on board of directors: 17%

Women corporate executive hires in 2008: 17%

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

Women participating in formalized executive succession planning last year: 35%

Women promoted last year who utilized a formal flexible work arrangement: 73%

Formal compensation policies reward managers who help women advance: Yes

See Working Mother Work Life Congress Page by The McGraw-Hill Companies on Facebook!