The Promise of Future Leadership: A Research Program on Highly Talented Employees in the Pipeline

What Can Managers and Employees Do to Reap the Mutual Benefits of Role Negotiation?

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This interactive tool will help your tech-intensive organization become an employer of choice for high-potential women.

This report identifies the gender gap women experience working in business roles in tech-intensive industries from day one.

Women working in Europe trail their male counterparts in position, pay, and the management responsibilities critical to advancement.

This tool helps companies assess whether their organizational culture is supportive of all employees working flexibly.

This tool provides managers with the resources they need to have conversations with their employees about their flexible work options.

This tool is a step-by-step guide for individuals who want to begin to work flexibly.

Use this tool to promote inclusive work environments as a means to help organizations attract, develop, and retain high-potential talent—especially women.

This report shows the struggles of high-potential women in Indian business.

This report helps organizations operating in Canada understand their talent pool within a regional context.

This report highlights the differences between women's and men's career experiences and satisfaction.

This report separates myth from fact using data from actual high-potential employees working around the world.

This first tool provides interactive self-assessments designed to help you develop a greater understanding of your current career advancement strategies.

This second tool provides interactive self-assessments to help you gain a better understanding of how key workplace relationships and interactions can benefit your career. 

This third tool in the Career Pathways Toolkit includes self-guided activities designed to help you develop or redesign your career advancement action plan.

This report examines the impact of leadership development—both formal programs and on-the-job experiences—on high potentials' career advancement.

This report reveals that high potentials who have received career development are now “paying it forward” and developing others.

This report includes a series of questions for the reader to reflect about why disparities in career advancement may persist.

This report examines the conventional wisdom of the past two decades in regards to women in the pipeline.

This report examines whether organizations that have paid a premium to recruit up-and-coming talent are leveraging that investment during the economic downturn.