In addition to supporting the One Hundred Wise Women program, the sponsoring companies have their own initiatives to support women in leadership. Here is an overview of those efforts:
Deloitte LLP (Deloitte) is proud to be an employer of choice and a leader in the advancement of women. In the last decade, we have expanded opportunities for women and created a culture more open, inclusive, and flexible for all people. Our Women’s Initiative has helped us build the intellectual capital to serve our clients, develop our people and grow our business. It has also evolved into a powerful engine for innovation, far beyond our expectations. Along the way, Deloitte has increased its number of women partners by nearly 500 percent and has been recognized as one of the best companies to work for in America by Fortune Magazine, Training Magazine, Working Mother Magazine, and Diversity Inc.com. We hope our Women’s Initiative will serve as a model in our profession and for other employers around the world.
We know that our work environment can still be improved, so we continue to raise the bar by setting new goals and measuring our progress against them. Advancing women is the new business imperative, and we aspire to have women represented proportionately at all levels and hold significant roles in organization leadership and client service. With the Women’s Initiative, Deloitte is giving all people — both men and women — the opportunity and flexibility to succeed.
GE’s greatest asset is its people. We’re a diverse group of women, supporting our communities in over 140 countries. At GE, diversity is about the power of the mix – the strength that results from a team with varied experiences, backgrounds and perspectives. Our diversity fosters a limitless source of ideas and opportunities and is part of our core foundation. From the commitment of our leadership team to our internal processes, inclusiveness energizes teams and fosters teamwork and innovation.
For two decades, the GE Women’s Network (WN) has provided professional development opportunities for thousands of women across the globe working at GE in order to advance their careers. The Women’s Network exists for these GE women working to cultivate their leadership skills, business practices, personal contacts, and career opportunities. By engaging and developing our membership in areas such as technology, operations, and commercial roles, we are promoting growth leaders who will ensure both their career success and GE’s growth as a company. Through our events and scholarship programs for women, we’re also working to develop women who can be part of our future workplace. Visit www.ge.com for more information.
Procter & Gamble (P&G) has long been committed to the hiring, retention and advancement of women. In North America, 40% of our employees are women. With regard to gender diversity, female leadership at the most senior levels (line president level) has doubled over the past decade.
Women Supportive Initiatives
P&G has a wide range of active programs, leadership teams, networks and conferences around the globe that are aimed at supporting the retention and advancement of women. These include: the Corporate Women’s Leadership Team, The black Women Manager’s Initiative (Product Supply), and several function-specific Women’s leadership Teams (Finance, Sales. R&D, etc.).
Mentoring occurs on a formal and informal basis. Every new management hire is assigned a mentor (upper management) and very often, the woman develops her own informal mentoring relationships. P&G also has an innovative “mentor-up” program that pairs a junior-level female manager with a senior level manager. This program continually provides senior management with valuable insights into new ways of looking at policy, business strategy and work-life issues.
Three company-sponsored on-site centers — one in Albany, GA, one at Winton Hills Business Center and another at the Cincinnati headquarters — offer full-day care for employees’ children. For 20 years, the company has been a strong supporter of Comprehensive Community Child Care, a regional leader in promoting high-quality care.
Robert A. McDonald, Chairman of the Board, President and Chief Executive at P&G, visibly demonstrates his valuing of diversity: “If we are to touch and improve the lives of the world’s consumers, we first have to touch and improve the lives of our employees. One leads to the other. This is just a simple reality.” Bob also chairs the Inclusion & Diversity Council at P&G. Visit www.pg.com for additional information.
U. S. Bank is cultivating our next generation of leaders. Women make up over half or our workforce and hold leadership positions throughout the bank. One-quarter of our employees and nearly 15% of our leaders are minorities.
We support the advancement of women, as well as all employees, through our internal Development Network, Mentor Connect and Leadership Excellence programs Each employee program fosters diversity, community outreach, networking, personal and professional development.
Locally and nationally, U.S. Bank continues to have women leaders who step up to make a difference in many ways including the United Way, Junior Achievement, YWCA, Arts Wave, Playhouse in the Park, Red Cross and many other charities and economic forums. The bank also proactively connects to women owned businesses through our supplier diversity program and specialty lending programs.
We are proud to be recognized by the U.S. Banker Magazine, for the last five years, as having the top women in banking team. And we are proud to be a sponsor of One Hundred Wise Women, where talented professionals grow and develop as leaders. Visit www.usbank.com to learn more about us.