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NAFE Releases 2014 Top 50 Companies for Executive Women

By Gabriella Khorasanee, JD on February 21, 2014 | Last updated on March 21, 2019

A division of Working Mother Magazine, The National Association of Female Executives, recently published its 2014 results for the Top 50 Companies for Executive Women, reports Forbes.

Methodology

The methodology is simple: for-profit companies with over 1,000 employees and with at least two women on their board of directors are invited to complete an application consisting of over 200 questions on "female representation at all levels, but especially the corporate officer and profit-and-loss leadership ranks." In addition, the survey tracks "programs and policies that promote the advancement of women" and how many female employees actually participate. Finally, the questionnaire looks into the ways managers are trained to "help women advance."

One Law Firm on the List

Of the 50 companies on the list, only one is a law firm: Pillsbury Winthrop Shaw Pittman in New York City. The firm's Women Attorneys Network contributed to its standing, as well as the variety of mentoring, networking and learning opportunities the firm provides.

Other Great Companies

While BigLaw lawyers have the 50 Best Law Firms for Women list, it doesn't mean that women who are in-house counsel are doomed. Instead, use the Top 50 Companies for Executive Women list as a starting point for great companies to work for if you are thinking about making a change. Not all legal departments are created equally -- the first step in finding the right job for you is to see if one of the companies on the list is located near you.

A Note on GM

Notably, General Motors was on the list, as it should be as the first company in the auto industry to appoint a female CEO. Controversy surrounding Mary T. Barra's compensation, and possible inequity, however has taken over headlines. To alleviate any thoughts of possible gender pay disparity, General Motors issued a statement that Barra could stand to make more than her predecessor, and it all has to do with the results she achieves.

Now, isn't that a novel idea? Paying based on merit, and not on gender? Other companies should take note.

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