Nine NEW sponsors are top companies for female execs
Friday, February 10, 2012
Nine Network of
Executive Women sponsors were recognized by the National Association for Female
Executives on its 2012 Top 50 Companies for Executive Women list. Noted for
their efforts to advance women were Accenture, American Express,
Colgate-Palmolive, General Mills, Johnson & Johnson, Kraft Foods, Procter
& Gamble, Valassis and Walmart.
The NAFE Top 50
Companies survey evaluates companies’ succession planning, profit-and-loss
roles, gender pay parity, support programs, work/life balance programs and
other aspects of gender diversity and inclusion. NAFE, a professional
membership group, is a division of Working Mother Media. The companies were
spotlighted in the February/March 2012 issue of Working Mother magazine.
Accenture, whose employee base is 38 percent women, was
recognized for its Developing High Performing Women workshop, which provides
female managers with career coaching, exposure to influential leaders and
skill-building sessions. Nearly 40 percent of its past workshop attendees have
been promoted to senior manager. The management consulting, technology services
and outsourcing company hold sannual women’s leadership forums in Silicon
Valley and New York. The company also has a robust mentoring program, as senior
female executives in its communications and high-tech operating
groups are guided by its leadership team and those in the management
consulting business help sponsor and coach female senior managers. One-third
of Accenture’s senior managers and one-fifth of corporate executives
are women. Nearly one-fourth of the company’s top 10 percent earners are women.
Express, approximately one-third of senior managers and one-third of
corporate executives are women. More than four in 10 of the top 10 percent
earners are women. The financial services company offers employees an array
of training and development programs. Its Pathways to Sponsorship
initiative offers female directors and vice presidents mentoring
from senior executives who may eventually serve as their sponsors.
The Colgate Leadership
Challenge at Colgate-Palmolive matches talented women with
senior executives for a nine-day learning session in New York. As they advance,
they may enroll in initiatives for developing executives. When women reach the
level of senior manager, they become eligible for nomination to the Colgate
Leadership Forum, a program that encourages discussion about the company’s
vision and role in current trends. Thirty-seven percent of senior managers and
30 percent of corporate executives are women. More than one-third of the
company’s top 10 percent earners are women. One-fifth of its board of directors
At General Mills, 35
percent of the company’s officers are women, up from 22 percent in 2003.
Employees are encouraged to carefully plot their careers and regularly review
their plans with their managers. To improve job skills, increase productivity
and upgrade management abilities, employees may take courses at the General
Mills Institute for Leadership Development in Minneapolis. Mentoring programs
are offered at the corporate offices and in specific divisions, functions and
networks; women make up 68 percent of all recent participants. An external
program, Menttium 100, allows women to benefit from the wisdom of leaders
outside of the company. More than one-third of senior managers and one-third of
corporate executives are women. Thirty-five percent of company’s top 10 percent
earners are women. A full half of the executives running divisions with
revenues of more than $1 billion are women.
Mentoring and career
counseling are widely available to women at Johnson & Johnson,
thanks to its Women’s Leadership Initiative affinity group, with more than 100
chapters worldwide. New female MBAs and undergraduates who are interested in a
career in finance, IT, human resources, procurement or global operations may
enroll in the company’s leadership development programs. Multicultural women
directors chosen for the company’s Crossing the Finish Line initiative learn
how to advance their careers. One-fourth of the company’s senior managers and
one-third of corporate executives are women. More than two-thirds of the
executives running divisions with revenues of more than $1 billion are women.
At Kraft Foods, 44
percent of the executives with profit-and-loss responsibility are women. Female
employees earned 46 percent of all recent promotions to manager, senior manager
and corporate executive. Those who take on a new supply chain position receive
coaching for the first three months -- and talented women at the associate
manager level and above have opportunities to be mentored by senior executives.
The company’s four-day Efficacy for Women program shows female employees how to
make the most of their careers. Also offered: women’s conferences and a
rotating assortment of educational sessions. All succession plans feature
diversity objectives, including those around advancing women, and 10 percent of
executives’ annual bonuses are connected to how well they fulfill these
planning helps women rise to leadership roles at Procter & Gamble.
Management works to keep its most promising talent in the pipeline;
high-potential women from middle management on are given increasingly large
assignments that include profit-and-loss responsibility. According to recent
company data, 35 percent of those being actively considered within the
company’s succession planning process are women. Procter & Gamble recently
named five global directors to its Corporate Women’s Leadership Team,
broadening its ability to support female employees. More than one-third of its
senior managers and 28 percent of its corporate executives are women.
Valassis is a first-time member of the NAFE Top 50
list. The company’s workforce is more than half women; women make up 32 percent
of corporate executive and 30 percent of senior manager ranks. The
company’s High-Potential Mentor program grants 26 female and multicultural
managers and directors an opportunity to learn from vice presidents and
officers, including the CEO, to increase their readiness for executive roles.
One-third of the company’s top 10 percent earners are women.
At Walmart, the President’s
Global Council of Women Leaders, run by 14 female officers, creates
opportunities for women companywide. Employees participating in the Business
Leadership Series are given cross-function assignments, while those taking part
in the Global Leadership Institute receive personalized coaching. Female
executives may take part in the mentoring program or, in some cases, receive
guidance from the 100-plus members of the Women’s Officer Caucus. More than
one-third of Walmart’s senior managers and 57 percent of its top 10 percent
earners are women.