Top 100 companies with family-friendly policy and culture
Carol Evans from Working Mother magazine recognizes companies that help parents balance family with work
- Duration 10:04
- Date Sep 24, 2012
Carol Evans from Working Mother magazine recognizes companies that help parents balance family with work
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-- senior okay Carol Evans joining hands that now the president of working mother media.
And this is your name you've been in existence for 33 years right yes we haven't been working mother yet is and -- -- us it's kind of now.
You don't ask nicely it it really focuses on what you need to -- from the right balance this is the October November issue.
And for 27 years and -- now -- come up with this list of top companies creating.
Family friendly atmosphere.
So yes it's very important because what companies have found.
Is that they need their employees to be resilient to be healthy.
And to not be distracted from -- during work hours with all the things going on their family lives of these companies.
Support working mothers and dads -- even with all kinds of programs onsite child care.
Health and wellness programs flexible work arrangements.
And I home -- -- of ways to make life simpler and need for this complex let's let's face it.
And if you know if something goes wrong at home your work life starts to spin out of control room.
And especially with your health you know we don't realize it but our employees.
Need to stay healthy for both.
You know sites to work for my family elect and credit job killer -- so these companies are focusing -- IBM.
Procter & Gamble.
See a look at the top ten yeah Bank of America toxic Intel itself the top ten is okay and then everybody else's eleven -- and seeing young.
General Mills grand Doreen IBM KPMG Procter & Gamble PW -- president Hoover yes very fast and -- okay those are on.
Those are really big.
Company yes these are companies easier for the big guys it's not -- it's not necessary because well star is we every huge but regional health care access system.
And they need to tremendous things from employees.
When a company I was Patagonia has always 700 employees so you know it's not the size of the company.
It's the big companies though that really care about these massive number of employees that they happen to keep them healthy and wealthy and going you know what are some of that family friendly programs that you're seeing in the workplace slowly decline.
One of the web content islands and other popular ones -- it would maternity you know attending leave if you have paid maternity leave.
-- -- your company and then you have a paid maternity leave for your husband this is really wonderful for.
Working moms and they just how much appreciate -- some companies also have phased back from maternity.
But you wouldn't believe that he's back he's back means that -- -- go back to work for a day or two at first.
And then you can come back a little bit more why you're adjusting to -- nanny or out of chapter senator and why -- physically healing as well.
And it's so it's a brilliant program and it just makes much sense for everyone because if you come back to working here exhausted from having a baby yet what good does that do the company.
So that's one area that's just so important lactation rooms so that moms can breast -- on the job -- yeah how important that is for the health of our next generation of employees.
When that is a huge job.
Thing that we look for for companies and then of course all the stuff on health and wellness is really key as well how.
Think tech giants -- in terms on thinking Yahoo! -- -- straight up some thinking Yahoo! because of the CEO Marisa Mayer being pregnant.
And it -- there's a lot of controversy when she said she planned to hit the ground writing essays -- -- -- maybe just curious how they stack up.
Well they haven't imagined themselves and this is one thing that we wouldn't cut invite them to -- and we like them -- -- They need to get into the game by applying for our list and seeing how they rank against -- -- -- Really big tech companies that we like HP's Cisco Intel and of course IBM has been on our top ten list for years and years and years and they've -- every -- -- tier one well yes so yeah -- and Google shouldn't really come on board and -- So I'm single vote -- -- -- it and he also a top.
Ten list for companies for health and wellness yes.
And how is that different then the family friendly ones and we pull out all the questions that had to do with health and wellness benefits and support.
And then we rate we -- the companies for just those questions in the numbers that have had very interesting what these companies are continuing -- discovery Ernst and young General Mills cereal maker Goldman Sachs yes Jane today mercy health system.
Morgan Stanley Verizon and -- star yes.
And these companies have onsite medical facilities that -- just fascinating I don't walk through them you could just -- during your break at work.
I got out and get your flu shot I expect efforts scratches sore throat or whatever and and they can really healthy -- -- have -- nurses and doctors.
Plus they have the most amazing fitness facilities people don't -- here fox -- we have a GM -- and -- how many have we get flu shots are other things in London thinking off.
Yes the F -- my -- -- -- very popular in the minds of various categories really long list for corporates for our company makes sense we near workers here every day yes yeah unions and healthy and it probably would it get a flu -- on their own time that's exactly you know behind these great companies that are really supporting workers yes DSL senior break -- -- -- like he -- -- bad mothers.
-- -- -- not to work outside the home to help make ends meet I remember the days when a working mother.
Which is that a working mother keeping family together and getting them ready for the future.
Those -- the days yes they have certainly.
Yeah and now we're in the economy is everything requires -- came on board and also one -- -- are training and I talent.
You on the school graduate school for -- agreed not to grade do you think this great experience when you're young and then as you will not your career you don't think give that up.
-- and mostly wanna be a whole human being as a woman.
And I think this is something that really a lot of moms strive for right what is -- perks that we're starting to see.
Well you're really looking at this issue of having companies the support you in the your elder care situations.
And also helping you to transition.
Into retirement mom and all kinds of ways admit that companies are.
Allowing you to receive consulting about your life.
-- -- I would imagine this is more popular now as we've all -- the reality that we're going to be retiring a lot later in life yes and -- -- anything to called phase back to retirement about that feedback to retire at that okay you can stop working gradually Celine I come to this -- in Lafayette what does it doesn't work for them.
And so instead of that just like the maternity phase back.
You come to your retirement time but you just -- you keep working three days a week and then two days a week and then Monday and what what ages that.
Well -- say it -- for Hillary -- so many different ages now and something like it's working so long.
But people as -- as they age they tend to want to work fewer hours.
-- less intensely -- so they expect to retirement allows that kind of a very humanistic approach to aide to retiring.
And it's great for the companies because look at what they get.
They get that huge amounts transferred -- that you know that they don't wanna bulk of that either with losing employees to have tremendous -- exactly special.
Can be part of training some of the newer people as well yes exactly.
They -- too much money they history need to the company just doesn't wanna spend that much money to keep them -- may -- if you offer them a -- name -- -- -- -- -- -- -- a little less -- -- -- -- little -- -- -- -- morality and they make less -- -- -- days -- -- -- let's get out.
According to research some of this is interesting women now account for 43% of all managers yes at the best companies.
Yes it's a huge summer and this is -- companies are so concerned.
Not only do they want to make sure their employees are healthy and resilient -- they also want to reduce turnover it's very expensive.
Replace a while I imagine it definitely has -- a 20% of your managers are women those women are going to have babies they're going to come back.
From maternity leave and you're either going to be supporting them by they're going to be looking for a job elsewhere do you have any breakdown on the what percentage of that 43% are working mothers yes -- and I mean almost all of them are.
Hey isn't -- management your little bit older he has probably have the cat is very likely to be an and it's you get older you get more responsibility.
That's when elder care situation fixed and he had -- -- lying about that and it.
Women now actually -- present about a quarter of all corporate executives sent us -- -- yeah I can't even represent more in the thirties and 40% of corporate executives but that's a very good number.
And we're working very hard with many of these companies on the issue of advancement.
How can companies support women in their own advancement weight training them on mentoring sponsors have.
Giving them honest you know -- strong sense of their own -- abilities.
Through training programs -- employee resource groups which are very very popular today among -- hundred best companies and also giving them some of that.
You know extra special learning the kind of took a women's conference what you women want the most these days what's the feature that they asked for flexibility -- -- -- flexibility they want to flex their date -- week.
Their year end their career you could click here entire career now and this is something that is really what we're on the future work -- your whole career.
By saying to your employer.
Look now is a great time for me move ahead more now is not a great time for me -- move ahead and to make sure that the companies that penalizing you.
You -- -- stigma against your needs.
-- pervasive just yet that's yeah.
I guess is more companies laid out the ultimate goal yes do you -- deadlines and -- need to happen.
-- parameters and tires to anyway and that's exactly what's happening companies are really realizing that they can allow.
There employees to take control of their careers their day their week very years Carol and -- the president of working mother working mother dot com.
His website we're looking at now and magazine now on store -- -- -- -- -- -- November edition of working mother.
Thank you so much for for joining us saying well he's an information definitely got me thinking -- --