These Nine Companies Have Worker-Focused Policies That Help Women Thrive
A recent executive survey from global consulting firm Protiviti found that the ability to attract, develop, and retain top talent, and talent and labor availability were two of the top five perceived risks for business in the next two to three years. Investing in people, providing the right incentives, and creating conditions where all workers can flourish is a growing business imperative. JUST Capital’s polling of the American public offers a guide to what those investments, incentives, and conditions are: fair pay, benefits that support well-being, and policies that enable all employees to participate fully in the workplace.
Our Americans’ Views on Business Survey, which – along with the People’s Priorities – underpinned JUST’s 2025 Rankings of America’s Most JUST Companies, found that providing equal pay for equal work and expanded child care benefits are of especially high importance to the American public, with 94% and 86% overall support, respectively. Notably, these issues saw strong alignment across political affiliations.
Additional research suggests that these workforce policies, which benefit all employees, can also play a critical role in breaking down barriers to workforce participation. That’s especially true for primary caregivers, the majority of whom are women. According to Gallup, women who believe they can effectively balance work and personal responsibilities are more than twice as likely to be engaged at work and are 38% less likely to be actively looking for a new job. While not specifically designed to address gender disparities, worker-focused policies like fair pay and caregiving support can provide uniquely beneficial support for women in the workforce and mitigate barriers that often impact their full participation.
Addressing these workforce concerns isn’t just about meeting public expectations — it also contributes to organizational success, as employees can engage more fully and productively at work. Investments in policies supporting work-life balance and financial security are linked to higher retention rates and reduced turnover costs; improved employee engagement, productivity, and attendance; increased morale and job satisfaction; and reputational benefits. In a competitive talent market, these investments are not just beneficial, they are essential for attracting and retaining the committed and productive workforce necessary for operational success.
So how can companies unlock a competitive advantage through strategic investments in worker well-being? JUST Capital analyzed key metrics from our 2025 Rankings to identify companies disclosing policies and practices designed to support all workers and help mitigate barriers to workforce participation, which often have a greater impact on women. The following policies were identified as those that companies can consider to meet the public’s expectations around work-life balance and fair pay:
- Providing paid parental leave at or above 12 weeks for both primary and secondary caregivers.
- Offering backup dependent care.
- Offering subsidized dependent care.
- Offering flexible work hours to support work-life balance.
- Performing pay gap analyses and reports specific pay gap ratio(s) by gender.
The following 9 companies met the inclusion criteria for this assessment. These companies represent 4 industries and are:
- Adobe
- American Express
- Bank of America
- Bristol-Myers Squibb
- Citigroup
- Gilead Sciences
- Merck
- Organon & Co
- Synchrony Financial
Read below to learn more about the workforce policies and disclosures that foster the work-life balance that support employees, especially women.
Adobe
Adobe has maintained gender pay parity across its global operations since 2018. All new parents, regardless of gender, receive 16 weeks of paid parental leave as part of a comprehensive worker well-being program that also offers subsidized child care and backup child and adult companion care, fertility benefits, and paid time off.
American Express
American Express provides employees with benefits that support workers in balancing personal responsibilities while working full time. All new parents receive 20 weeks of paid parental leave, while flexible work arrangements and subsidized child and elder care assistance help employees manage caregiving responsibilities throughout their careers. The company also conducts regular audits to ensure equal pay for equal work, and has maintained 100% pay parity across genders globally and other demographic groups in the U.S.
Bank of America
Bank of America maintains policies and practices that support equal pay for equal work, including regular pay reviews with oversight from its board and senior leaders. Over 17 years of pay analyses, compensation for women across its global operations has remained largely on par with that for men. Bank of America also provides 16 weeks of paid parental leave for all new parents, 50 days of back-up child and elder care when regular care arrangements fall through, and flexible work arrangements to support ongoing caregiving responsibilities.
Bristol-Myers Squibb
Bristol-Myers Squibb offers a suite of health and well-being benefits, including 12 weeks of paid leave for new parents, on-site child care at select locations, and access to a national network of discounted child and family care providers. The company also conducts regular pay reviews to uphold its commitment to fair compensation, with results demonstrating parity in pay across its workforce.
Citigroup
In 2024, Citigroup announced an Enhanced Parental Leave and New Caregiver Leave policy for U.S. employees, providing 16 weeks of paid leave for all new parents and caregivers, with birthing parents receiving an additional 8 weeks. The policy also provides two weeks of paid leave for employees caring for an immediate family member. This expansion reinforces Citigroup’s broader efforts to support employees through child and family care benefits and initiatives that support equal pay for equal work.
Gilead Sciences
Gilead Sciences conducts annual pay reviews in the U.S. to uphold its commitment to equal pay and a pay-for-performance approach, with a recent analysis confirming compensation parity across genders. The company also supports employees with caregiving responsibilities by providing 12 weeks of paid leave for new parents or those caring for a family member, along with flexible work schedules to promote work-life balance.
The meaningful impact we have made as a company is only possible because of the exceptional talents and dedication of our people, and all they do to champion a culture where innovation and inclusivity thrives. Thanks to our employees, we are delivering transformative therapies and advancing health equity to build a healthier world for all people.
Jyoti Mehra Executive Vice President of Human Resources at Gilead Sciences.
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Merck
Merck offers flexible work arrangements, including flexwork, summer hours, and job-sharing, to support employees in balancing work and personal responsibilities. The company also maintains a Pay Equity Council that conducts annual pay audits, with recent results pointing to pay parity across genders.
Organon & Co
Organon conducts regular pay analyses to ensure fair compensation practices, and its pay audit found 100% pay parity between men and women in similar roles. The company also supports all parents with 12 weeks of paid parental leave and a range of child care support benefits, including support in setting up early childhood care, assistance in finding backup child and family care when regular arrangements fall through, and discounted tutoring and college counseling services.
Synchrony Financial
Synchrony expanded its childcare benefits in 2023, increasing its childcare reimbursement policy to 60 days, simplifying the reimbursement process, and adding new lactation rooms at its physical hubs. The company also removed location requirements for new roles, allowing applicants to work from any Synchrony site, and maintained hybrid and virtual work arrangements to support flexibility. These policies reinforce Synchrony’s commitment to work-life balance for parenting employees, begining with 12 weeks of paid parental leave for all parents and an additional 10 weeks for birthing parents. The company also conducts regular pay analyses and has closed identified gaps, achieving pay parity between male and female employees.
