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A working mother releasing a list of the 100.
Best companies in America to work for if you're -- working mother so where are the best places and why -- they ranked as such.
Joining us now is working mother media CEO Carol Evans Carol welcome thank you so much first off before get the list of -- the top view yes.
How do you define what what criteria are you looking for.
This is a very rigorous application crashes companies have to apply.
They have to fill out a questionnaire.
Questions about everything from flexibility flexible -- -- arrangements child care.
How do you treat your workers on their knees for elder care even.
And of course everything -- to wrap up into the advancement of women -- your women aren't advancing in the company than its offer nothing to have all.
-- as I understand it now more women now than men are now working in the United States for the first time ever.
That's because the recession has hit men harder -- men women.
And so what that means about is that a lot of moms are now the sole breadwinner and their families you can imagine that kind of a stress that's putting on the family.
OK so let's get good people love list now are these ranked like one do whatever or these if you just make the list it's a good thing and is not necessarily.
Better company than another.
There is a hierarchy there's there -- -- -- -- is at it number one and it is not number one there there one of the top ten.
One of the to OK so it's going to be the Taliban as like guys as top ten yes talk and and then everybody else's eleven -- All other -- companies consider 2011 so.
OK so we we look at companies like admit you got General Mills up there got grant Jordan what do these companies then specifically.
Off -- I heard a General Mills a little meditation room.
-- General -- has a very broad array of programs and policies and it's not just that they have programs and policies is also.
That they create access on a broad basis they allow.
Almost all of their employees to use these programs and we also track usage of the programs -- a company like General Mills are avid.
They make sure that their employees know about these programs and don't feel -- stigma against using them -- that.
That that's a great point because that's an atlas that is like a little -- under the -- room for human.
I can't and it wasn't like what humidity like we are not second he got here yeah hold on I need to go self reflect for a couple of days.
I'll be in the pig and whistle blowing next -- I need to take a sabbatical -- -- what.
The -- for a -- at least see -- -- myself but that doesn't work it doesn't work of -- It works because companies have made a culture shift.
In their corporations.
They caught them about themselves as companies that support and police as human beings that test is -- -- and it sounds nice.
The -- company jobs based fees to make money right -- if you don't make money is no reason to exist -- so all of the things that you and I've talked about.
Do they go to things like the bottom line -- -- -- will play retention losing -- and turning them over is one of the biggest expenses.
Companies -- well let these companies have lower.
They'll have -- lower -- they have higher -- I think our -- on these programs is worker productivity.
And worker contentment.
And there's been a study by Cornell that said that these companies that make the list have a billion dollar more capitalization.
Companies that don't make -- it impacts their stock price despite raising earnings and a long term productivity those tests have been done yes.
And it's because they employees feel not higher level of satisfaction their job so they're doing a -- jab at IBM that added -- discover.
-- I mean it and then they're probably -- guessing less likely to be lured away by the simple promise of a little more money you know if you got a job in marketing your make and you know 50000 -- someone comes -- -- pay 55 is that the point if your company gives you all these things the five grand you know once it's our taxes right.
Flex time is much more important to working mothers -- -- 5000 our race because that's how they live their life and that's how they make it work for their families as well as their career.
You can't paint for that kind of you doing this the worst ten.
Well we don't live there but we don't do that -- about what about working fathers -- a lot of -- out there now you know yes there -- but that's what about us yet what do you have -- to tell -- -- -- -- that near every benefit that we've created and help companies that invest invest in for working mothers can also be applied to everybody.
Working fathers men up the levitation room.
That's that that is one that would that would take up what about paternity leave you know moms -- have to go through -- than that they have get materially.
Dads they get paternity leave without having to go -- -- so that's not bad.
I went to Vegas means getting -- -- -- -- -- -- I shot if it.
I believe me I'm joking it's really important point though that all companies apply these programs broadly so that if you're a young kid who wants to train for the merit and you can use flexible work arrangements to do that you know.
That's very cool and more important heading for -- for companies who are looking to keep employees happy like you said.
It keeps labor turnover down and -- your study adds value to their stock and their market cap and -- is productivity high.
Very nice good stuff Carol -- we appreciate it thanks so much whether they are working mother media CEO.
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