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We've compiled this list to help you network with corporate women and share strategies.
From time to time, we may update this list. If you'd like to add your organization, click here.
3M Women's Leadership Network
Dawn L. McGinley, Global Leader and Strategist
3M Women's Leadership Network
3M Center Building 223-1S-23
Saint Paul, MN 55144
3M's Women's Leadership Forum (WLF)is a new global effort attract and develop leaders at every level of organization to accelerate the inclusion and advancement of women worldwide, and to reflect our customers and markets and grow our business.
The WLF is led by a full-time dedicated 3M leader, and encompasses a multitude of grass roots volunteer teams in 3M locations everywhere. Local and global efforts involve men and women to help overcome the traditional barriers women have struggled against. The work of the WLF is integral to the achievement of 3M's diversity and inclusion goals.
Global Women's Initiative
Accenture strives to attract and retain the best people and provide an environment where they can all develop professionally and build a rewarding career. More specifically:
We build and maintain a global workforce mirroring that of our clients'-employing a diverse group of people from different backgrounds, with a vast range of skills and experience, yet all connected by a common sense of culture.
Cultivating a diverse workforce is smart business sense. We promote an inclusive work environment for all our employees. We value the uniqueness of each individual and rely on these differences to drive our innovation, growth and performance among our client base.
With support from leadership all over the world, the Global Women's Initiative offers programs such as mentoring and networking opportunities to ensure that women continue to succeed in our company.
The Aetna Women's Resource Group
The Aetna Women's Resource Group supports Aetna's values and diversity initiatives and programs by facilitating professional and personal development and advancement opportunities.
.Goals/Objectives: Strengthen the existing network, capitalizing on our collective experiences, to expand opportunities to allow more women to participate and contribute.
. Offer structured learning and training opportunities.
. Partner with business areas to provide exposure and participation in business initiatives and/or projects that enhance individual performance and/or leadership competencies.
. Offer a channel for networking and making contacts for women at all levels of the organization.
Arnold & Porter LLP
Women Lawyers at A&P (WLAP)
Women Lawyers at A&P (WLAP) Committee Chair
555 12th Street, NW
Washington, DC 20004
The mission of Women Lawyers at A&P (WLAP) is to attract, develop, advance and retain talented women attorneys. To accomplish this mission, we establish opportunities for professional and personal development; provide informal mentoring networks; assist in the development of work/life balance initiatives; coordinate relationship building opportunities for business development purposes; and develop women as leaders through training and on-the-job responsibilities.
Women of AT&T
Women of AT&T are organized to inspire members to achieve their personal and professional goals and to effect change in the community. Women of AT&T provide an avenue for women to develop and demonstrate their leadership abilities; ensure growth, advancement and success through education, mentoring, and networking; promote awareness of AT&T in the community through active involvement in community-related activities; foster an environment that recognizes the value of women's contributions; and add value to AT&T by acting as ambassadors in local communities.
BASF Corporation Women in Business(WIB)
Denise kingstrom Fernandez
26701 Telegraph Rd.
Southfield, MI 48034
The mission of the Women in Business employee group is to assist BASF Corporation in implementing programs that attract, retain, develop and promote women employees in response to the changing workplace demographics. These programs will also address the challenges of the changing business, family, and social environments in support of BASF Group's Vision 2015.
WOLF (Best Buy's Women's Leadership Forum)
Liz Haesler, Vice President of Appliances
1845 Satellite Blvd, Suite 400
Duluth, GA 30097
WOLF is a vast network of thousands of customers and employees who work with individuals, brands, partners, stores and communities to help Best Buy build strong women leaders, focus on driving female market share and advancing women's leadership. Since it's inception in 2004, WOLF has grown into a sizeable network of over 10,000 Best Buy customer and employees. The work of WOLF focuses on creating opportunities and structure for our people, especially our female employees, to maximize their leadership development, encouraging and scaling smart ideas to support the business, and engaging with our female customers to deliver a better experience in our stores.
Women's Leadership Forum
Mission: To develop the potential of emerging leaders at Burger King Corporation with a primary focus on women, by creating opportunities to learn, lead and network within the organization and the community, thereby furthering the objectives of the Go Forward Plan
Campbell Soup Company
Women of Campbell
Group Director, Public Affairs
One Campbell Place
Camden, NY 08103-1799
Campbell Soup Company is committed to the recruitment, retention, and advancement of women in the workplace. The Women of Campbell mission is to foster improved communications, professional development, and mentoring to help our women leaders achieve and demonstrate their full potential. Successfully doing this will allow the company to more fully capitalize on the talents and contributions of its women employees. When we make the environment at Campbell better for women, we make it better for everyone.
Corning Professional Women's Forum
The mission of the Corning Professional Women's Forum is to add value to Corning Inc. and champion an environment in which women achieve their full potential.
Deloitte & Touche LLP
Initiative for the Retention & Advancement of Women
Deloitte & Touche is committed to the business imperative of retaining and advancing women in the firm. In our competitive global marketplace, the advancement of women into leadership positions is both the right thing to do and the smart thing to do. Our award-winning Initiative for the Retention and Advancement of Women has led to organization-wide culture change, reduced turnover, greater client loyalty, and new business wins.
Dow Corning Corporation Women's Network
Dow Corning Corporation
2200 W. Salzburg Rd.
Midland, MI 48686-0994
The Women's Network assists in creating a culture which maximizes the contributions of all employees and capitalizes on our diversity, thereby creating a competitive advantage.
Du Pont Women Networks
Global Human Resources Manager
Our mission is to foster the development of women at Du Pont and to provide support and communications.
Duke Energy Corporation
Business Women's Network (BWN)
The purpose of the Business Women's Network (BWN) is to support Duke Energy's commitment to women's leadership development, provide employees an opportunity to engage in conversations with senior leaders concerning the leadership skills specific to women's shared experiences and professional development needs and enable employees to acquire and develop those skills.
Ernst & Young
Office for Gender Equity Strategy and Office for Flexibility
In Ernst & Young's new firm strategy, people come first-the Firm's leadership believes that the satisfaction of its people is key to the satisfaction of its clients. The National Office for Retention works to create a more supportive environment for women and to improve work/life integration for all Ernst & Young people. Reporting directly to the chairman, the eight-member team has created nationally recognized mentoring and networking programs for women, as well as initiatives to help work teams and individuals integrate personal and professional needs.
GE Women's Network
Manager, Women's Network
General Electric's goal is to foster professional women's development through tools and cultural change enabling retention and growth.
General Mills Women's Forum
Director, Workforce Diversity
The mission of the General Mills Women's Forum is to create networking opportunities for General Mills senior level women; to facilitate the development of women professionals for greater career mobility; to promote leadership, education, and excellence; to educate and to share information on gender issues.
Global Leadership and Diversity
85 Broad Street
New York, NY
To manage diversity well, Goldman Sachs must manage people well. They realize that successful formal processes have a particularly positive influence on women, historically underrepresented groups and non-U.S. nationals.
The Office of Global Leadership and Diversity reinforces our culture of meritocracy by advancing leadership and management skills, and integrating diversity considerations into their key business and people processes, such as recruiting, training, career development and other retention strategies.
Goldman Sachs leverages four catalysts to affect change:
Education & Training
Communication & Involvement
Measurement & Accountability
GOAL for Women
The mission of the Heinz Global Orgnization for the Advancement of Leasdership for Women (GOAL for Women) is to leverage the stategic objectives of H.J Heinz by attracting, developing, retaining, and advancing all women employees through the oraganization.
We believe this is imporant because it demonstrates Heinz's commitment to a diverse workforce, provides opportunities for greater considmer insights of Heinz's key consumers -women, enhances effors to recruit, promote and retain top female talent and to develop leadership competencies in Heinz women, serves as a catalyst to address a broader spectrum of work/life issues affecting all employees, will have a positive impact on Heinz's leadership styles and culture, will promote Heinz as a role model in the community and in the workforce, fosters the ability of Heinz to capitalize on the talents and contributions of its women employees and provides an interactive member support network of the women of Heinz (and beyond).
Diversity and Leadership Initiative
Global Program Owner, Women's Initiatives
IBM's goal is to be the premier global employer of women. We focus on increasing our recruiting efforts among women; nurturing their careers once they're hired; and multiplying the number of women in our executive ranks. Highlights of our innovative global strategy for the advancement of women, which includes a unique focus on women in technology and multicultural women, are:
. Employee network groups dedicated to women around the world.
. Women's leadership programs and symposiums to develop high potential women.
. Mentoring programs to encourage women in their pursuit of degrees in engineering and science.
. Giving employees access to childcare centers and eldercare resources and referrals around the world.
. Offering a number of flexible options in terms of work schedules that are open to women and men alike.
We believe our commitment and leadership are making a difference for women in business -- and not just in our business. We're working in partnership with the Egyptian National Council for Women to help women develop skills vital to their success in the workplace. And we've launched a nonprofit organization called the Japan Women Innovative Network devoted to enhancing the presence of women in managerial positions in Japan.
Intuit Women's Network
Voluntary network driven by member commitment and company support and committed to helping women achieve their professional and personal aspirations.
Personal and Professional Development:
-Access to IWN hosted workshops and events, industry speakers, and relevant articles and information
-Formal and informal networking and mentoring opportunities, including IWN sponsored networking events
-Leadership experiences through IWN leadership role and/or drive various IWN activities and initiatives
Voice of Women:
-Capture the voice of women in the company to influence IWN activities and raise awareness of women’s issues, concerns and trends
Johnson & Johnson
Women's Leadership Initiative
The Women's Leadership Initiative (WLI) is an employee affinity group that supports the Johnson & Johnson leadership development initiative with strategies and actions focused not only on increasing the number of women, but on removing challenges and developing leadership competencies. Now in its 13th year, the WLI at the Johnson & Johnson family of companies, represents one of the Corporation's largest and oldest affinity groups. Today, the WLI has a chapter or activities in virtually all of the more than 250 Johnson & Johnson operating companies across the globe. The WLI is committed to the development, advancement and retention of women leaders with a vision to "Maximize the power of women to drive global competitive advantage." The Initiative continues today to be driven by women leaders and is supported by Chairman and Chief Executive Officer William C. Weldon and the Johnson & Johnson Executive Committee.
Women of Kellogg
Women of Kellogg (WOK) is a community of employees dedicated to the personal and professional learning, growth, and development of the women of the Kellogg Company. We come together to foster mutual learning, camaraderie, and friendship in the sincere belief that as we grow people, we grow the company. Our purpose is to:
. Provide a forum in which members may better understand the influence the work climate in
which success is achieved at the Kellogg Company
. Create dialogue and awareness of where gender-related roles, perceptions, and realities impact
individual opportunities for success at the Kellogg Company
. Create an environment of frankness and candor in which members may discuss issues, practice
new roles, and seek feedback and coaching without penalty
. Open dialogue in the company about the impact of gender, race, sexual orientation, work/life
balance, disabilities, and other differences on business strategies
. Challenge ourselves to develop solutions and suggestions that advance and benefit the
company, while supporting the Kellogg business strategy
At KPMG, our commitment to diversity and recognition of the value that women and their perspectives bring to our firm is a logical extension of our core values, business imperatives, and community outreach. We develop and nurture women leaders through an inclusion culture that promotes and measures women’s success. We are proud to advance and retain women through mentoring, networking, manager training, work-style diversity education, and gender reviews of partner promotion and project teams. Since the formation of KPMG’s Women’s Advisory Board in 2003, which is charged with advancing the personal and professional goals of women at the firm, and subsequently the creation and expansion of KPMG’s Network of Women (KNOW), the firm has seen tremendous progress and numerous accomplishments as it relates to the retention and advancement of women.
Women in Lenovo Leadership (WILL)
WILL was launched in 2007 on International Women's Day with the purpose of addressing key priorities that would support a woman's growth and contribution to the company.
WILL focuses on key events and process improvements to address visibility and awareness, such as:
Since its implementation, WILL has initiated process improvements to ensure support including:
The Women's Global Constituency Group
The Women's Global Constituency Group is focused on enhancing business and talent management outcomes consistent with our business strategy and agreed upon aspirations for a high performing culture by:
Women@Microsoft is the global employee diversity group that seeks to enhance Microsoft's success by promoting an environment that attracts, develops, and keeps talented female employees. It consists of chapters at the corporate headquarters in Redmond, as well as over 20 locations around the world, representing thousands of women. The group's main function is to present opportunities for growth, development and community--it also serves as an advocacy body. It's run by a volunteer board, providing leadership opportunities to women across the company, the board works together with corporate diversity and company executive sponsorship. The organization's most visible work is sponsorship of the Women's Professional Development Series which includes a bi-annual Women's Leadership and Development conference for over 4500 employees, semi-annual global webcasts, quarterly networking events and a monthly speaker series. These activities are in addition to great outreach work with local offices and highschool girls, and offline and online activies for employees at a number of regional offices.
New York Life
New York Life Women's Markets
As one of the country's largest insurance companies, New York Life recognizes the significant role women play in both corporate and social America. While the company has a rich history of supporting women-New York Life hired female agents before many other insurance companies agreed to insure them. In 1997 the firm decided to formalize its commitment to serving the women's market by creating the Women's Initiative.
The overarching goal of this initiative is to better serve the women's market. By understanding the needs of female consumers and attracting more female agents and managers, New York Life can help women achieve their financial objectives more effectively. New York Life examines how women spend and invest, and has created programs for women professionals in communities nationwide to assist them with skills training and networking.
PepsiCo Women's Initiative Network
700 Anderson Hill Road
Purchase, NY 10577
Women across PepsiCo have come together in employee-created Women's Initiative (WIN) groups to inspire, connect and empower women. Led by a PepsiCo executive sponsor, the network enhances the work environment for women and all employees. Its mission is to build a community of support for PepsiCo women to contribute and grow in their careers -- while enabling them to achieve personal fulfillment through work-life balance.
PepsiCo Women of Color Multicultural Alliance
Sr. Manager Global Diversity and Inclusion
700 Anderson Hill Road
Purchase, NY 10577
This network serves as a strategic support and resource group, focusing on attracting retaining and developing women of color in the middle and senior management ranks at PepsiCo, led by a PepsiCo executive sponsor. The network has four priorities: enlisting support and awareness; building a sense of community; educating and developing; and increasing representation and improving retention. The program builds authentic relationships and advancement opportunities for women of color through facilitated dialogues with immediate and skip-level managers; a national leadership development conference; and regional networking events.
Pfizer Global Women's Initiative
In 2006, Pfizer Worldwide Diversity and Inclusion office launched the company's first Global Women's Initiative. Pfizer women's initiative has actively engaged over 700 women globally, through the development of regional conferences and steering committees comprised of senior women in leadership in Europe, Asia, Africa, Middle East, Latin America, and North America. The overall mission of Pfizer's Global Women's initiative is to increase the number of senior women business leaders through recruitment, advancement, engagement, and retention, while working to eliminate potential barriers to advancement.
Director, Center for an Inclusive Workplace
PricewaterhouseCoopers (www.pwcglobal.com) is the world's leading professional services organization. Drawing on the knowledge and skills of more than 120,000 people in 150 countries, we help our clients solve complex business problems and measurably enhance their ability to build value, manage risk and improve performance in an Internet-enabled world.
Sears Holdings Corporation
Women in Leadership Development
Chair — Women in Leadership Development
3333 Beverly Road
Hoffman Estates, IL, 60179
The vision of the Women in Leadership Development (WiLD) is to bring meaningful input to the Sears Holdings Corporation by channeling the unique attributes and perspectives of all Sears Holdings Corporation women. As associates, our voices and insights have the ability to add commercial value to selecting and marketing of product. WiLD can act as a resource for recruiting, retaining, mentoring, developing, and advancing associates through network leadership opportunities.
Women's Networking Group (WNET)
Contact: Collette Fung
Chair of WNET
One State Farm Plaza Bloomington, IL 61710
Phone: 309 766 2311
Our mission is to support women as leaders at State Farm. By engaging diverse skills and experiences of women associates, we assist our organization in the development and retention of talented women in both formal and informal leadership positions. Diverse leadership supports State Farm’s vision.
Careers at State Farm
Women's Initiative Network for Texas Instruments (WIN for TI)
Director, Diversity & Inclusion
P.O. Box 660199, MS8683
Dallas, TX 75266
TI women's Initiatives strive to create an environment in which women fully participate and thrive in all areas of TI business, benefiting both women and the company. TI has been listed on Working Mother Magazine's list of "100 Best Companies for Working Mothers" for 13 years and on FORTUNE Magazine's list of "Best Companies to Work For" for 10 years.
Careers at Texas Instruments
The Clorox Company
SHOW (Support, Heart & Opportunity for Women)
SHOW, the women's employee group at The Clorox Company, focuses on supporting the women of Clorox in three ways:
. Support: Supporting women's issues both in the workplace and at home through candid open dialogue
. Heart: Reaching out and supporting women and girls of all ages within our communities through partnerships with Girls Inc., Women's Initiative, A Safe Place, and others
. Opportunity: Helping recruit, promote and retain talented Clorox women through shared professional experiences, mentoring and skill development
The Hershey Company
The Women's Leadership Forum
The mission of the Women's Leadership Forum is to encourage, support and advocate for the women of Hershey's. Established in 2004 as a forum for women across all business units to come together to share best practices, network for development and improve retention, the forum focuses on:
. Developing satisfying professional lives for the women of The Hershey Company
. Building networks with women both inside and outside the company
. Providing insights into targeted markets in support of The Hershey Company's business strategies
The McGraw-Hill Company
VP, Standard & Poor’s/McGraw-Hill Financial
55 Water Street
New York, NY 10041
The McGraw-Hill Companies' Women's Initiatives for Networking and Success (WINS) is a corporate-wide initiative that fosters the professional and personal growth of women at The McGraw-Hill Companies through global events and regional networks. Women at all levels, at any stage of their careers, are welcome and encouraged to get involved.
WINS is committed to creating a culture that inspires women to develop their leadership abilities, seize growth opportunities, and increase their knowledge of The McGraw-Hill Companies for organizational and personal success, driven by our global commitment to serving and celebrating the community of women.
WINS supports The McGraw-Hill Companies' women globally by:
. Providing a network to encourage women to share experiences across The McGraw-Hill Companies
. Partnering to create a mentoring culture
. Developing new business ideas
. Connecting with our communities
. Providing the strongest pipeline of diverse talent for top jobs
. Supporting The McGraw-Hill Companies in attracting, developing and retaining diverse, high-quality talent
Careers at The McGraw-Hill Companies
Norma R. Henry
IT Chief Diversity Officer
22001 Loudoun County Parkway
Ashburn, VA 20147
The Verizon Business Information Technology organization is committed to diversity in the workplace. To continue to effectively support the company, The IT organization must reflect the diversity of the company's customers and the communities where Verizon Business does business. IT has assembled a group of qualified individuals to help shepherd diversity in the workplace. The primary goal of the council is to continue to develop and enrich a culture at Verizon Business that promotes acceptance of all employees regardless of culture, race, gender, religion, ethnicity, sexual orientation, or physical appearance.
The Women's Alliance (TW)
Business Process Design Manager
100 Clinton Ave S.
Rochester, NY 14644
TWA is a catalyst to advance the personal and professional development of women at Xerox, enabling each woman to attain her goals.