Best Companies’ List Now Weighs Diversity, Work-Life Into Selection

Article main image
Mar 2, 2018

Every year, Fortune and Great Place to Work compile a list of the 100 Best Companies to Work For. And every year, that list is devoured by job seekers and business leaders, driven by a potent mix of curiosity and competitiveness.

This year’s list is different from those of the past.

In recognition of our changing world of work, the 21st version of the Best Companies list was created with added emphasis on maximizing human potential and being a Great Place to Work for All. What also stands out to me, as another reflection of the times, is the prioritization of diversity, an inclusive employee experience and leadership on social issues as not just the right things to do, but also necessary business moves.

Inherent to being a great place for all is the recognition that employees are three-dimensional people with lives outside of the office that affect their performance in it. True employers of choice understand this, and that’s why many recognized as “Best Companies” are maximizing human potential by taking care of employees’ families. Actively addressing work-life conflict helps employees stay present, productive and engaged – with peace of mind at home, they’re able to bring their best selves to work.

Here, we’ll take a look at the family-friendly benefits offered by the top 10 Best Companies to Work For in 2018.

1. Salesforce — Earning the top spot on Fortune’s list for the first time, Salesforce has worked hard at creating a celebrated culture of “Ohana” (Hawaiian for “family”) for its employees. Family care benefits include generous parental leave policies (up to 26 paid weeks off for primary caregivers) and flexible family care options, including backup care, senior care support and referrals.

2. Wegman’s Food Markets — In addition to reimbursements for fertility treatments, lactation rooms and paid leave to care for a sick child or relative, Wegman’s has developed a CARE program that acknowledges and celebrates 10 milestones at work based on those “most families would celebrate at home.”

3. Ultimate Software — Employees report that Ultimate “still feels like a small business” despite all its growth. In addition to backup child care benefits, this HR software company offers parents $300 per child per year to help fund an extracurricular activities.

4. The Boston Consulting Group — Work-life balance remains a top priority at this global leader, where innovative programs include flexible working models, unlimited PTO, paid sabbaticals and backup child care. Diversity and inclusion support networks and localized events unique to individual offices, like family “staycations,” help give all employees a sense of belonging.

5. Edward Jones — This employer tempers long hours with rewards that help employees relax and have fun – with family. Baseball game tickets and regular overnight family retreats give employees an opportunity for down time with those they love – on the company dime. New mothers can take up to 120 paid days off for maternity leave.

6. Kimpton Hotels & Resorts — Employees note there’s “a culture of inclusiveness and level of acceptance at Kimpton like none other.” In addition to backup care for children and adults, Kimpton cares for employees’ four-legged family members, too, offering paid pet bereavement leave.

7. Workday — Believing in inclusiveness, Workday offers solutions for the full spectrum of employee’s family-related needs including child care, senior care, pet care and housekeeping. Discounted backup care for children and adults, and an array of on-site perks make for a well-rounded program.

8. Genentech — A robust program that includes backup child care, flexible schedules and fertility benefits have helped Genetech establish impressive progress toward gender parity. While rates of women in leadership roles typically lag behind in STEM organizations, more than 46% of Genentech’s frontline managerial roles are held by women.

9. Hyatt — As one employee put it, Hyatt has created a culture “where coming to work feels like visiting family and taking care of friends.” Benefits include a “compassionate leave” policy that allows for up to 5 days off in paid bereavement time for the loss of anyone meaningful in an employee’s life (not just family). Lactation rooms and paid paternity leave help round out their family care programs.

10. Kimley-Horn — An 11-time “best company to work for,” Kimley-Horn offers whole family care benefits, including backup care for children and adults, as well as pet care benefits and tutoring assistance. Their focus on flexibility is reinforced by their universally standard work week: 4 full days and a half day on Friday for all.

While the benefits, policies and perks vary, two things are clear: 1) Companies that demonstrate how much they value their employees are valued in return; and 2) family care benefits are proven to reduce absenteeism and turnover, while improving organizational health and talent acquisition. As Fortune points out, being a Great Place for All is more than a badge. The elements that make you a great place to work also add up to faster growth and stronger returns than the competition.

Family care benefits are not exclusive to listmakers like these. As’s corporate benefit offering, Care@Work, has grown over the past few years, we’ve seen businesses across all sectors looking to invest in care benefits – from tech companies on the coasts to truck stops in America’s heartland. Technology combined with an expanded universe of child care options has created possibilities beyond brick-and-mortar child care centers, allowing for improved benefits equality across all industries.

With so much uncertainty in the world, our best and brightest are looking for employers who will step up to the plate with meaningful benefits that maximize human potential. Looking out at a landscape of near full employment where public policies that help workers meet their care needs are scarce, it’s clear that investing in talent also means investing in the families of the valuable employees you hope to attract and retain.

This article is republished from Care@Work.