Mis Fortune 500

good practices

Many companies have worked significantly to improve to reduce or eliminate discrimination against women in the workplace. Various lawsuits representing the larger crises of gender inequality at work have led to international labor standards regarding women’s work and human rights, and numerous companies have instituted their own policies to address sex discrimination and violence against women in their workplace. For many these policies have not been enforced, however some have put their words into action. This section highlights these companies and results of their initiatives.

 

However, as documentation of good practices are mainly limited in internal policy and actions, the following does not attempt to address the external impact of company practices—for instance on women’s access to natural resources, or quality of life and means of sustenance for communities and local workers, farmers, vendors and small business owners. Rather the good practices below focus on companies whose efforts have led to significant advances in ensuring internal working conditions free from discrimination, harassment or assault and that show improvement in diversity and equity.

 

Deloitte & Touche USA LLP

Deloitte’s introduced a pilot program in 2005 called Personal Pursuits, which allows high-performing staffers in 18 U.S. cities to exit the company for up to five years while remaining connected to the firm and keeping their licenses, certification and job skills current through training and networking. New moms at Deloitte who work at least 20 hours per week receive 24 weeks of job-guaranteed maternity leave, with eight of those weeks at full salary. Deloitte also offers a list of flexible work arrangements such as flextime, compressed workweeks, telecommuting and job-sharing. No wonder that in a November 2004 survey, nearly 80% of employees said that they like the job Deloitte is doing to support flexibility in the workplace (Read More).

IBM

IBM has implemented 71 on-site or near-site full-day child-care centers to help parents with their domestic responsibilities. Mothers receive eight weeks of fully paid maternity leave and many new mothers take advantage of the Flexible Work Leave of Absence, which gives them the option of working a reduced schedule instead of taking a full leave. IBM’s leave policy is otherwise very generous and allows new mothers to take up to three years of unpaid job-guaranteed time off. Finally, IBM has started sponsoring the Junior Society of Women Engineers to improve the image that young female students have of engineering as a profession. IBM currently employs 131,150 people, out of which 40,854 are women. Out of these numbers, 5,517 women are in the top 20% of the payment bracket and comprise three members of the Board of Directors. 

Gildan

Gildan makes good on promises to laid-off Mexican workers
12 September 2007 by Maquila Solidarity Network
When Gildan Activewear announced the closure of two of its factories in the State of Coahuila in northern Mexico last March, workers had reason to be worried. But after a series of discussions with MSN and the local labour rights organization SEDEPAC, Gildan has set a precedent for workers who are used to being denied even their legal entitlements (Read More).

Google

Google has received plenty of media attention for its employee compensation programs and workplace environments, including extensive on-site services such as an on-site doctor, car wash, oil change facilities, dry cleaning, massage therapy, hair styling and a gym. This progressive mentality towards employees’ quality of life is also reflected in its attitude towards diversity and women. Of its 6500 US domestic and 3000 international employees, 31% are women and 36% are minorities. Google provides twelve weeks maternity leave at 75% pay, while non-primary caregivers in California are offered six weeks leave at 75% pay. New parents may also expense take out meals up to $500 for the first four weeks they are at home with their children. Google also provides for childcare for children from twelve weeks of age through six years for employees at their headquarters in Mountain View, California. The Google childcare center is roughly five minutes from headquarters and provides full and part time childcare. Google provides for back up child care for US employees as well: when regular child care falls through, Google employees may take advantage of five free days of child care per year at its child care facilities. Finally, Google provides for up to $5000 adoption assistance for reimbursement of expenses incurred during the adoption process. This assistance would cover legal expenses, adoption agency fees or other adoption-related fees.

 

Microsoft

Women comprise a quarter of all Microsoft employees and enjoy access to flextime, compressed work schedules and telecommuting. Those that work off-site are provided with computers and work supplies. As of 2005, all Microsoft employees receive health-care benefits, regardless of the number of hours worked. Employee-parents may also take advantage of on-site childcare centers at Microsoft headquarters in Redmond, Washington, and discounts on child-care at 3,800 facilities across the country. Microsoft also provides a maternity policy, giving women with one year of service 20 weeks off, 12 of which are fully paid. New fathers and adoptive parents may take up to 12 weeks off, one month fully paid.  Microsoft’s dedication to advancing women is demonstrated by its brand-new mentoring and on-line networking program, which links female newcomers with more experienced and accomplished women. Microsoft employs over 41,000 people and over 10,000 women. Most of these women are members of Microsoft’s Women at Microsoft affinity group, founded in 1990. There are over 40 such Diversity Advisory Councils at Microsoft targeting different minority groups and their specific needs and interests.

 

Xerox Corporation

Xerox Corporation affirms in policy and practice to recruit, hire, train, and promote, in all job classifications, without regard to race, color, religion, sex, age, national origin, citizenship status, marital status, sexual orientation, or gender identity. Xerox also will not discriminate against persons who are veterans of the Vietnam era and persons because of their handicap, including disabled veterans. Xerox has been rated as one of the Top 10 companies in hiring Minorities, Women, Disabled and gay and lesbian employees by numerous magazines. Women and people of color are still employed at a lower rate than white males, however the company’s dedication to diversity is improving the numbers. As of December 2005, 27% women (21% white women, 6% women of color) and 18% men of color comprise the higher echelons of the company, vice president or higher. In the general workforce, 31.5% are women and 29.5% are people of color. Xerox employees are over 30% African-Americans, Latinos, Asians and Native Americans, and 35.4% of all new hires are people of color (Read More).

 

Resources

 
Working Mother magazine lists their 100 Best Companies 2007

Working Mother magazine lists their Best Companies for Multicultural Women 2007