Diversity Woman Magazine

FALL 2012

Leadership and Executive Development for women of all races, cultures and backgrounds

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DW'S 100BESTCOMPANIES forLEADERSHIPDEVELOPMENTforWOMEN E 44 Company Abbott ven in 2012, you can be talented, smart, and hungry to climb the corporate ladder—and get nowhere. Perhaps your current company talks the talk—we value our women employees!—but on the ground does little to help them advance in their careers. Or maybe your company doesn't even pay lip service to the importance of women in leadership positions. If that is your Criteria for key High percent of promotions to manager level and above for women Women included in succession planning Family-friendly Strong representation of women on the board High percent of senior managers are women Strong mentoring program Note: Each of the 100 companies was assigned one of the criteria that represents its policies and programs with respect to women and leadership development. This does not mean these companies did not meet the other criteria. impression, research supports it. Accord- ing to a 2010 study by Mercer of more than 500 companies, women are held back from advancement for myriad reasons, includ- ing lack of an executive sponsor or mentor, failure of their com- pany to offer adequate breadth of experience, and the absence of work-life balance poli- cies. Te same survey found that while the companies noted they had diversity goals, 70 percent of them had no real strategy for devel- oping and promoting women into key roles. But there's good news. Plenty of compa- nies out there welcome and promote women. Diversity Woman scoured and researched Corporate America and compiled a list of companies that care about their female employees and have a culture and poli- cies that support and develop women leaders of all races and backgrounds. As we made our assessments, some of the factors we con- sidered were the presence of family-friendly programs such as telecommuting and flextime, the number of female executives and board members, the percentage of women getting raises and promotions, and women's access to built-in succession plans. Tese, to us, are signs that point to a company's genuine commitment to women's progress. DIVERSITY WOMAN Fall 2012 Accenture Aetna Allstate Insurance American Electric Power American Express AOL Arnold & Porter AstraZeneca AT&T Automatic Data Processing AXA Equitable New York, NY Bain & Co. Boston, MA Bank of America Bayer BDO Boehringer Ingelheim Pharmaceutical USA Booz Allen Hamilton Boston Con- sulting Group Bristol-Myers Squibb * Female CEO www.diversitywoman.com McLean, VA Boston, MA New York, NY Management consulting Management consult- ing Pharmaceutical Charlotte, NC Pittsburgh, PA Chicago, IL 5LGJHëHOG &7 Financial services Management consulting Banking Pharmaceutical Professional services Pharmaceutical New York, NY New York, NY Commercial banks Internet media Washington, DC /DZ ëUP Wilmington, DE, and London, England Dallas, TX Roseland, NJ Pharmaceutical Telecommunications Business process outsourcing Headquarters Abbott Park, IL Dublin, Ireland Hartford, CT Northbrook, IL Type of Company Pharmaceutical IT consulting Health insurance Insurance: property and casualty Columbus, OH Energy

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