There are about 24 million working mothers in the U.S., with 16 million between age 40 and 60 who are juggling careers while caring for children and aging parents. And although U.S. companies have made strides in their policies to support working mothers and families, many still lag behind.

Model companies leading the way offer such benefits as flextime and telecommuting, job sharing, elder-care referral services, compressed work weeks, designated lactation areas, paid leave for parents who adopt and paternity leave. On a national basis, only 19 percent of companies offer job sharing, 16 percent offer paid paternity leave, 37 percent offer telecommuting on a part-time basis, 56 percent offer flextime and 18 percent give paid leave for parents who adopt, according to Working Mother magazine’s 2005 survey. Of these model companies, only 48 percent offer paid paternity leave and 54 percent offer paid leave for parents who adopt.

Even with these perks, many working mothers feel there’s a stigma attached to using flextime options, says the survey. A past survey conducted by Families and Work Institute showed that nearly 40 percent of workers said those who use flexible work options are less likely to get ahead in their jobs and careers.

For the first time Working Mother’s survey looked into this issue, measuring a company’s willingness to let rising stars jump on and off the management track and stay current while on leave. They found that some companies have created innovative ways to support workers who want or need to take time off but who are still focused on moving up in the company.

Deloitte & Touche has its Personal Pursuits Program letting workers take off up to five unpaid years for everything from training for the Olympics to caring for kids. The worker stays plugged in through conference calls, mentors and subsidized training. Although it costs the firm $2,500 a year per employee, it’s one way the company can keep tabs on talented people they’ve invested in. The worker’s job isn’t guaranteed, but they get priority.

Pfizer came up with a “flexible field force” for its 200 sales representatives who sell to physicians and hospitals, and is comprised of about 93 percent working mothers. In the program known as Vista Rx, a rep can work as little as 24 hours a week and get full benefits which includes health coverage and a company car. But they are “expected and committed to give 100% of themselves 60% of the time,” says Kathleen Donovan, vice president of human resources in an article in Employee Benefits News. Many have returned to work full-time and moved into higher level positions.

Among Working Mother magazine’s picks for the 100 Best Companies for Working Mothers are: Abbott, Avon Products, Colgate-Palmolive Company, Dupont, Booz Allen Hamilton, Cisco Systems, Inc., Genentech, Johnson & Johnson, Marriott International, Inc., MetLife, Inc., Prudential Financial, TriHealth, Wyeth, Texas Instruments Incorporated and MBNA American Bank. The complete list is in the magazine’s October issue.

Most companies on the list—but not all--have programs that help workers stay connected to their jobs so they can still advance in their careers. All the companies have, however, passed scrutiny in terms of childcare, flexibility, parental leave, women’s advancement, compensation and work/life culture. They are making flexibility not just a perk, but a business imperative that helps them retain good workers and groom talent.

© by Andrea Kay