General Mills, Inc.

http://www.generalmills.com/
Women's Ratings
3.6

70%

say women are treated fairly
and equally to men

70%

would recommend
to other women

This Employer has not claimed their page.

Highlighted Reviews
Review User Image

Empoweredchic71

Senior Manager

IT

What I would tell any employee, regardless of gender, is that the flexibility is here for your use.

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Lady hendricks28

Marketing Communications Planner

Central Marketing Organization

My experience is in the marketing function at GMI - I have witnessed women at all levels of the function in leadership, manager, and support roles. For this reason, I am always surprised GMI does not offer better maternity leave benefits. I attribute this to the fact that there is a daycare onsite, so the aim is to provide resources to get women back to work sooner.

Review User Image

Madam lifer

Engineer

Manufacturing

Woman in the field are treated fairly and equally - but working in the field is completely different than corporate. You will work nights, weekends and be on call. In can create a bit of chaos for young moms!

Crowdsourced Employer Benefits
  • Median / Consensus

  • PTO / Vacation Allowance (weeks)

    3

    • PTO / Vacation Allowance (weeks)
  • Paid Maternity Leave (weeks)

    6

    • Paid Maternity Leave (weeks)
  • Unpaid Maternity Leave (weeks)

    24

    • Unpaid Maternity Leave (weeks)
  • Paid Paternity Leave (weeks)

    2

    • Paid Paternity Leave (weeks)

Flextime, Healthcare, On-Site Childcare, 401k and more...

How do women feel about working at General Mills, Inc.? 70% think they are treated fairly and equally to men. 70% would recommend General Mills, Inc. to other women, and women have a job satisfaction rating of 3.6 out of 5. What are the benefits at General Mills, Inc.? General Mills, Inc. offers 6 weeks of paid maternity leave, 24 weeks of unpaid maternity leave, healthcare, flextime, 401-k matching and on-site childcare. These benefits are based on tips anonymously submitted by General Mills, Inc. employees.

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