While some women have broken through the glass ceiling by making their way into boardrooms and management positions, there are still challenges for women who run corporations or hold top management jobs. Recognizing and valuing the contributions of women, many companies are doing all they can to encourage female mid-level managers to rise through the ranks.

Flexible schedules. The work of a top-tier manager is never done. These jobs extend well beyond the usual 9 to 5 workday. Allowing women more flexibility to do work from home or late at night after the kids are in bed may make it easier for female managers to achieve a good life-work balance. This is especially important for women who may feel unspoken pressure to do twice the work twice as well as their male counterparts.

Comparable scrutiny = Fairness. Upper level managers should all be evaluated using the same measurements. If the evaluations for female managers are comprehensive, covering everything from the brochure printing contract they negotiated to their number-crunching skills, then the evaluation of male managers should be equal in its scope.

On-site childcare. The demands of a high-stress management career can be easier to swallow when you know your kids are safe and close. Many companies have found that having quality childcare on their campus improves the morale of working moms and dads.

Mentoring programs. Offer opportunities for females in top management positions to mentor women in mid-level management jobs. This is one way to groom up-and-coming women who may benefit from the advice and guidance of a more experienced manager.