Forty hospitals and health systems were named to Forbes’ list of America’s Best Employers for Women 2025. The list recognizes organizations rated highly by employees on factors such as pay equity, parental leave and advancement opportunities.

Leaders from seven of the featured healthcare organizations shared with Becker’s how they are supporting women’s leadership development or career advancement — whether through specific programs, workplace culture efforts or broader initiatives.

Note: Responses have been lightly edited for length and clarity.

Dana Beckton. Chief Inclusion and Belonging Officer of Sutter Health (Sacramento, Calif.): At Sutter Health, advancing inclusive leadership is central to our commitment to being the best place to work. We’re expanding access to career development opportunities through new leadership courses and training programs at Sutter Health University, designed to support growth for individuals in both clinical and nonclinical roles. We’ve also strengthened mentorship and networking pathways, particularly through our growing network of employee resource groups. These groups — including our EmpowHER Women’s ERG — foster connection, guidance, and community across a wide range of identities and lived experiences. In addition, we continue to invest in total rewards that support personal and professional well-being for all team members. This includes market-competitive pay, comprehensive healthcare coverage, mental health resources, paid time off and robust retirement plans. By combining inclusive leadership development, mentorship and holistic support, we’re creating clear and equitable pathways for all employees to thrive and lead — at every stage of their careers.

Laurie Bennett. Vice President of Human Resources at Sarasota (Fla.) Memorial Health Care System: We invest a lot of time and resources into building a culture where all people can thrive and a work environment where everyone feels valued and supported in both their personal and professional development. As an organization, we tend to be more holistic and focus on strategies that encourage collaboration and mutual respect, which in turn, promotes increased satisfaction, stronger employee engagement and better overall outcomes for our patients.

Kim Cummings. Assistant Vice President of Human Resources Operations and Talent Management at Cook Children’s Health Care System (Fort Worth, Texas): For the last five years, Cook Children’s has partnered with a local college prep high school (Cristo Rey Fort Worth College Prep) on a corporate work study program. The goal is to provide high school students, who are predominantly young women, with valuable work experience and mentorship within our pediatric healthcare system.

Students in this program work at Cook Children’s one full day per week throughout the school year. They are placed in various departments and work in administrative and support roles in such areas as:

Human resources and occupational health
Marketing and communications
Finance
Information technology
Patient registration

Through this hands-on experience, the students are mentored by department leadership. The program serves as a talent pipeline, and upon graduation, many students secure a full-time role with Cook Children’s. Since the program’s inception, we have mentored approximately 20 young women, providing them with professional skills and a direct pathway to a career in healthcare.

Tristan Hall. Senior Vice President and Chief Human Resources Officer of OhioHealth (Columbus): At OhioHealth, our commitment to retaining top talent includes creating a workplace where both women and men feel valued, understood and equipped to work well together, across all roles and levels. Recent internal studies explored how gender influences workplace experiences and interactions. These insights led to the development of training programs that help associates and leaders better understand how men and women may be wired differently; how they communicate, lead and collaborate; and how to use those differences to strengthen teamwork. More than 150 senior leaders have completed this training, and a physician-focused version is in development with input from women physicians. The goal is to foster stronger partnerships, improve communication, and encourage shared accountability in creating a culture where everyone can thrive.

Alex Horvath. Senior Vice President and Chief Human Resources Officer of TMC Health (Tucson, Ariz.): At TMC Health, we do not just tell women they can lead. We have women leaders who show the way every day. Across our health system, women are instrumental in providing exceptional care as nurses, physicians, caregivers and in vital support roles. They are equally vital in shaping the strategic direction of the organization, ensuring that TMC Health continues to meet the needs of Southern Arizona communities.

Women at TMC Health demonstrate that leadership is not about a single step up. It is about creating pathways, opening doors and setting an example for others to follow. Their vision and commitment to excellence are reflected not only in patient care but also in the growth and innovation that define our health system.

This recognition highlights the strength of women’s leadership at every level of TMC Health. From the bedside to the boardroom, women are driving meaningful results, building programs that improve access to care, advancing health equity and supporting the well-being of our workforce. Their impact is felt in every corner of the communities we serve.

Amy King. Chief Human Resources Officer of Denver Health: Denver Health has invested in advancing women’s leadership by launching dedicated mentorship programs, employee resource groups and professional development initiatives designed to prepare women for leadership roles. Additionally, through leadership development programs, succession planning and mentoring, women are supported in gaining the skills and experiences needed for leadership pathways. These efforts ensure women are well represented in the leadership pipeline, creating opportunities for career growth and organizational impact.

We are proud to be a place where women thrive, contribute their voices and talents, and lead with purpose. Their success reflects our enduring commitment to growth, opportunity and excellence.

Shana Scales. Vice President of Human Resources for Lake Charles (La.) Memorial Health System: As a company with an 83% female workforce, we recognize that empowering women in the workplace is not just a moral imperative, but also a strategic advantage. Expanding childcare benefits and enhancing employee assistance programs are key initiatives that directly support our commitment to women’s leadership. By providing robust childcare support, we enable our employees to balance their professional and personal responsibilities more effectively, creating an environment where women can rise to leadership positions without the constant stress of managing family obligations on their own. Moreover, our employee assistance program provides essential resources that promote mental health, stress management, and overall well-being. These programs are tailored to help all employees, but particularly women, who often navigate the complexities of balancing work, family and personal life. By aligning our workforce benefits with the goal of advancing women in leadership, we are building a more equitable and sustainable future for both our employees and our organization.

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