Although not all are aimed solely at female employees, many of these programs now exist to give the working parent a way to avoid quitting due to childcare demands. Companies are aware of a married couple's reliance on two incomes, rather than just one, and they also realize an employee's personal need to hold on to the career they've worked so hard to establish. And let's not forget an equally important reason: companies don't want to lose good workers just because they give birth.

Companies realize that their valued employees have special needs and constraints when a family is involved. A good employer never stops looking for reasonable ways to accommodate these workers, while still being able to operate as a profitable business. As a job seeker, you should try to make sure the companies you're considering are 'family-friendly.' No one can ever be sure how long they'll be staying in job they're in the process of applying for, but if you feel you might be heading toward parenthood in the short- or medium term, you'll want to make family-friendliness a major priority in the companies you look at.

Research into the companies you're interviewing with is key. This research-whether it be online, through the mail, at the library or at the campus placement office-will yield a lot of information on the family friendly stature of the potential employers. The two ways to find this out are 1) the corporate culture as stated on the company's Web page or in their literature (this often gives a good indication of how highly they value employees with special needs,) and 2) any awards the company had received for being recognized as being family friendly.

We at KPMG Peat Marwick are quite proud of our three-consecutive-year run as one of the "100 Best Companies for Working Mothers," according to Working Mother Magazine, as well as our being named one of the top 30 companies by Business Week. The magazines cited the firm's record in appointing female partners, its flextime programs and generous maternity leaves. I've always found that having these programs and policies in place is a benefit, considering the quality employees they help us retain.

Ultimately, looking into a potential employer's 'family friendliness' is part of the long checklist a job-seeker constantly runs through. If you're diligent in the questions you ask an interviewer, you thoroughly look at all available company literature and you keep your ears open for any word on how the company deals with employees who give birth, you'll get some idea of how suitable that employer could be. For those who are or someday might be become a parent, these programs are very important.