Johnson & Johnson has seven on-site child care centers for its employees, and PwC started a Mentoring Moms initiative that pairs first time parents with experienced mothers, who offer support and advice on the juggling a family and a career.
A year later, she quit -- walked right out of the office and never returned. A champion or a sponsor is someone who will use their political clout to help you get ahead."
Ji Hyun Lee, a freelance writer and blogger in New York City, graduated with a master's degree and went to work for a national magazine as an entry level editorial assistant. I felt like I didn't count. "A mentor is somebody who is there for advice and feedback. I felt inferior to my colleagues," Lee said.
Aside from these mother-friendly options, companies have also developed mentoring programs specifically targeting the women's career advancement.
Her story is not unusual, but many circumstances -- such as the fact that women often bear the responsibility of caring for children and aging parents -- contribute to this inequity.
"When companies let people work the way they want to work, they find that productivity skyrockets in some cases up to 40 percent," ABC News national correspondent Claire Shipman, who co-wrote "Womenomics," said.
"GMA" contributor Tory Johnson, however, argues that women need more than mentors offering guidance.
Many companies offer some reimbursement for employees seeking to adopt children. "So we can continue to bring in the talented people from universities and careers they had on the outsie, and they also help retain them while here at the firm."
"When it comes to our women within the firm, we want to provide maximum flexibility," Bob Moritz, chairman and senior partner at PwC, told ABC News. Citizens Financial Group/RBS Ame ricas, Wendy's International and Barilla America Inc., offer some of the heftiest adoption benefits -- often totaling $12,000.
Sodexo, which ranked first in DiversityInc.'s list of top companies for executive women in 2010, created the Spirit of Mentoring initiative that connects employees to promote professional growth and diversity from within. Ranking second in DiversityInc.'s list of top companies for executive women in 2010, PwC launched Women Upfront, an interactive community that works to connect 15,000 women in the company and expose them to profiles of female leaders.
With women comprising nearly half of the work force, U.S. work force is 52 percent women, have developed programs to help stem this disparity.
The goal is not only to attract women but to retain them.
Like many companies, PwC offers its employees job share options, sabbaticals (during which employees retain benefits) and flex-time schedules, which allow employees to scale back their hours by as much as 60 percent.
Google, for example, offers women 18 weeks of paid maternity leave and provides seven weeks of paid paternity leave for fathers. companies across the country have taken aggressive steps to ensure they retain women and support their advancement.
Companies have also adapted to an influx of working mothers by establishing programs that cater to their everyday needs.
"Women need champions not mentors," Johnson, CEO of Women for Hire, said.
"I felt devalued. She told ABC News that she later learned the other editorial assistant, a male who had only a bachelor's degree, was earning $3,000 more than she was.
Several companies, such as PwC, whose U.S. "What we're trying to do is create opportunities for them to maximize their professional and their personal choices, and be successful in both.". Lee later sued the company for pay inequity and won.
A comprehensive White House report released earlier this week found th at while women have advanced more than men in educational attainment, they still lag behind their male counterparts in salary, earning on average 80 percent of what a man earns.
"These initiatives actually help recruit women into our firms," said Mortiz
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