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Build-A-Bear Workshop Named To FORTUNE Magazine’s 2013 “100 Best Companies To Work For” List For Fifth Consecutive Year

For the fifth consecutive year, Build-A-Bear Workshop ® has been named one of FORTUNE Magazine’s “100 Best Companies to Work For” and is the only toy retailer on this year’s list. The full list, company profiles and related stories will be available online at Fortune.com/BestCompanies or in the February 4 print issue of FORTUNE.

“Being named to this prestigious list again this year is the result of the hard work and dedication of our associates. It is the mission of Build-A-Bear Workshop to be fun for our Guests and our teams. We consistently work together towards this goal and have achieved incredible success, including this high honor,” said Maxine Clark, Build-A-Bear Workshop founder and chief executive bear. “I am very proud of our associates and the memorable experience they provide every day to our Guests.”

Since Build-A-Bear Workshop was founded 16 years ago, over 115 million stuffed animals and friends have been made. The company has shared the hug of a teddy bear whenever needed in local communities and abroad. With the help of its Guests and associates, Build-A-Bear Workshop has donated more than $32 million to causes such as children’s health and wellness, literacy and education, animals, disaster relief and the environment.

About the FORTUNE “100 Best Companies to Work For”

To pick the 100 Best Companies to Work For, Fortune partners with the Great Place to Work Institute to conduct the most extensive employee survey in corporate America: 259 firms participated in this year’s survey. More than 277,000 employees at those companies responded to a survey created by the institute, a global research and consulting firm operating in 45 countries around the world. Two-thirds of a company’s score is based on the results of the institute’s Trust Index survey, which is sent to a random sample of employees from each company. The survey asks questions related to their attitudes about management’s credibility, job satisfaction, and camaraderie. The other third is based on responses to the institute’s Culture Audit, which includes detailed questions about pay and benefit programs and a series of open-ended questions about hiring practices, methods of internal communication, training, recognition programs, and diversity efforts. After evaluations are completed, if news about a company comes to light that may significantly damage employees’ faith in management, we may exclude it from the list. Any company that is at least five years old and has more than 1,000 U.S. employees is eligible.

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