How Freddie Mac Supports the
Professional Woman
“I’d previously worked for small com- panies and was looking for a ‘home,’ a place where I could grow and learn, and stay for a long time. I found it here, at Freddie Mac.”
Gabriela, Sr. Financial Analyst
At Freddie Mac, we’re focused on providing professional and leadership development opportunities for all of our employees – including women. We’ve developed a variety of targeted programs to foster growth and advancement while allowing us to add to the roster of female leaders within our organization.
Developing leaders
through training This past year, professional development among the company’s female executives and managers was in high demand. In 2009, 31% of women at the company took part in one or more of our manage- ment and leadership training initiatives.
Freddie Mac University (FMU), our integrated online and instructor-led learning curriculum, offers training for all employees. In addition, we’ve created special programs for Leadership Talent Review Succession Planning and Leader- ship Development.
We continue to identify our high-poten- tial female employees for P&L positions using our Leadership Talent Review process. Working with their managers, we create customized development plans and recommend development opportuni- ties such as external executive education, coaching, mentoring, 360 degree feed- back and strategic job assignments.
Building a supportive
network “WIN supports the Freddie Mac commu- nity by addressing important issues for working women, like work/life balance.” Emily, Freddie Mac employee
Freddie Mac supports growth, devel- opment and engagement through its employee network groups. These groups provide professional advancement and personal development opportunities, as well as an open environment to share insights on employees’ diverse back- grounds, cultures and experiences.
Composed of volunteers, our Women’s Interactive Network (WIN) group sup- ports programs and efforts designed to help increase the representation and advancement of women throughout all levels and divisions of Freddie Mac. WIN also offers professional mentoring and networking opportunities to its mem- bers and other employees throughout the company.
WIN helps create opportunities for female employees to not only grow, but also more effectively manage both their professional and personal demands. WIN recently held several work/life sem- inars, including “How Freddie Mac Can Help with Work/Life Balance,” “How Did I Get So Busy” and “Life Clutter and What To Do About It.”
Celebrating our
successes We’re proud of the results we are seeing as we continue to support the advance- ment of women in the workplace. In
2009, 45% of Freddie Mac’s manage- ment employees were women. Moreover, 49% of the company’s total workforce and 44% of new hires were women.
We’ve been acknowledged by leading publications for our programs. Freddie Mac is one of Working Mother’s Best Companies for Working Mothers, and we made the list of Latina Style’s 50 Best Companies for Latinas.
In addition, many of our senior woman executives have received individual recognition:
Tujuanna Williams, our Vice President - Chief Diversity Officer, was recognized as one of the top 30 Working Mothers from across the country by Working Mother magazine
Senior Vice President Ingrid Beckles, and Vice President Tricia McClung made the list of 100 Women Worth Watching by Profiles in Diversity magazine
Zenia Raudsepp, Vice President, was listed as a Top 20 Elite Woman of the Year by Hispanic Business magazine
Finally, our Supplier Diversity program is designed to increase awareness of the capabilities, talents and importance of minority- and woman-owned businesses. Last year, more than 10% of our supplier diversity contract dollars were allocated to woman-owned firms.
To learn more about Freddie Mac, our support for women and the op- portunities currently available within our organization, visit FreddieMac-
Diversity.jobs
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