Media Announcements

Catalyst Names Georgia-Pacific Corporation and Sidley Austin Brown & Wood LLP Winners of Catalyst Award for Outstanding Initiatives to Advance Women

Anne M. Mulcahy, Chairman & CEO of Xerox Corporation, to Chair 30th Annual Gala Dinner on March 24, 2005

Catalyst today announced that it has named Georgia-Pacific Corporation and Sidley Austin Brown & Wood LLP recipients of the 2005 Catalyst Award. Catalyst annually honors strategic business initiatives that result in the recruitment, development, and advancement of women. 

“Each year, Catalyst celebrates outstanding initiatives of forward-looking companies and firms that expand opportunities for women in the workplace,” said Catalyst President Ilene H. Lang. “This year’s Award winners provide the business community with superb examples which demonstrate that building more inclusive work environments is good for both women and business.” 

Georgia-Pacific’s initiative, Bridging Cultures, Leveraging Differences, was implemented following a major acquisition that evolved the corporation’s business plan into a more consumer and customer-focused strategy. The acquisition launched a rigorous plan designed to bridge the knowledge and talents of a diverse workforce and increase the representation of women in the pipeline and at senior levels. Through a set of four distinct mechanisms - communicating a solid business case for diversity; creating the diversity-ofthought concept; establishing a network of individuals and teams that support the initiative; and designing a set of accountability mechanisms that ensure all employees receive the developmental and promotional opportunities they deserve - Georgia-Pacific has increased the number of women at the Executive Vice President level from 9 percent to 29 percent. Additionally, representation of women at the President/Vice President level increased from 11 percent to 17 percent, and at the Senior Director/Director/Controller level from 22 percent to 30 percent. 

Sidley Austin Brown & Wood’s Strategies for Success: An Ongoing Commitment to Diversity is part of a sustained effort to create an inclusive environment that recruits, develops, advances, and retains women at the firm. Sidley’s initiative, supported by a strong commitment from senior leadership, was designed to bring diverse talent into the firm and promote women to partnership and positions of authority. Through innovative programs and policies - including a formal accountability mechanism in which Sidley partners are required to annually account for their personal efforts to improve the diversity of the firm - Sidley has increased its women lawyers promoted to partnership to 43 percent in 2004, up from 22 percent in 2002. In 2004, almost 18 percent of the total partnership was comprised of women, and one-third of the firm’s women partners currently hold positions as firm-wide or office committee chairs or co-chairs. 

The Award-winning companies will present an in-depth discussion of their initiatives at Catalyst’s full-day conference at the Grand Hyatt in New York City on March 24, 2005. Later that evening, Anne M. Mulcahy, Chairman & CEO of Xerox Corporation, will chair the 30th Annual Catalyst Awards Dinner at the Waldorf Astoria, which will honor this year’s Award winners. The Dinner attracts more than 175 companies and more than 50 Fortune 500 CEOs. 

About the Catalyst Award
Since 1987, Catalyst has annually honored outstanding initiatives and efforts of companies and firms that result in women’s career development and advancement. Catalyst accepts applications from private and public companies and professional services firms. Each initiative is evaluated against the following criteria: measurable results, business rationale, senior-level leadership, accountability, communication of initiative, ability to replicate and sustain the initiative, and originality. Initiatives need not focus exclusively on women, but results must demonstrate that the initiative supports women’s advancement, including that of women of color. For more information about Catalyst and the Catalyst Award application process, please visit www.catalystwomen.org

Previous Catalyst Award Winners (1987-2004): 

 

Accenture
The Dow Chemical Company
McDonald’s Corporation
The Allstate Corporation
E.I. du Pont de Nemours and Company
Mobil Corporation
American Airlines
Eastman Kodak Company
Morrison & Foerster
The American Business Collaboration for Quality Dependent Care
The Equitable Financial Companies
Motorola
American Express
Ernst & Young LLP
The Northern Trust Company
Arthur Andersen & Co., S.C
Fannie Mae
Pitney Bowes Inc.
Avon Mexico
Gannett Co., Inc.
The Procter & Gamble Company
Avon Products, Inc.
General Electric
Sara Lee Corporation
Bank of Montreal
General Mills, Inc.
SC Johnson Wax
Baxter Healthcare Corp.
Harley-Davidson
Shell Oil Company
Bayer Corporation
Hewlett-Packard Company
TD Bank Financial Group
Charles Schwab & Company
Hoechst Celanese Corporation
Tenneco Inc.
Con Edison
IBM
Texas Instruments
Connecticut Consortium for Child Care
J. C. Penney Company, Inc.
US Sprint Communications Company
Continental Insurance
John Hancock Financial Services
US West, Inc
Corning Glass Works
J.P. Morgan Chase & Co.
WellPoint Healthnetworks Inc.
Corning Incorporated
Knight-Ridder Inc.
 
Deloitte & Touche LLP
Marriott International Inc.
 

About Catalyst Catalyst is the leading research and advisory organization working with businesses and the professions to build inclusive environments and expand opportunities for women at work. As an independent, nonprofit membership organization, Catalyst uses a solutions-oriented approach that has earned the confidence of business leaders around the world. Catalyst conducts research on all aspects of women’s career advancement and provides strategic consulting services on a global basis to help companies and firms advance women and build inclusive environments. In addition, we honor exemplary business initiatives that promote women’s leadership with our annual Catalyst Award. With offices in New York City, San Jose, California, and Toronto, Catalyst is consistently ranked No. 1 among U.S. nonprofits focused on women’s issues by The American Institute of Philanthropy. For more information, please visit www.catalystwomen.org

About Georgia-Pacific Corporation
Headquartered at Atlanta, Georgia-Pacific is one of the world’s leading manufacturers and marketers of tissue, packaging, paper, building products, and related chemicals. Its familiar consumer tissue brands include Quilted Northern®, Angel Soft®, Brawny®, Sparkle®, Soft 'n Gentle®, Mardi Gras®, So-Dri®, Green Forest®, and Vanity Fair®, as well as the Dixie® brand of disposable cups, plates, and cutlery. Georgia-Pacific’s building products manufacturing business has long been among the nation’s leading suppliers of building products to lumber and building materials dealers and large do-it-yourself warehouse retailers. For more  infoormation, please visit www.gp.com

About Sidley Austin Brown & Wood LLP
Sidley Austin Brown & Wood LLP is one of the world's largest full-service law firms, with more than 1,550 lawyers practicing in 14 domestic and international cities. The firm represents a broad range of clients.

Sidley was named the Number One-Ranked U.S. Law Firm for Overall Client Service in 2003 and 2004 in surveys of Fortune 1000 corporate executives by BTI, a Boston-based consulting and research firm. BTI recently named three Sidley attorneys to its All-Star Team of lawyers in recognition of superior client service. For more information, please visit www.sidley.com.
 

2005 CATALYST AWARD WINNER
GEORGIA-PACIFIC CORPORATION

BRIDGING CULTURES, LEVERAGING DIFFERENCES

Georgia-Pacific Corporation’s comprehensive diversity initiative shifted to a more strategic business approach in 2001, following a major acquisition that evolved the business plan to a more consumer and customer-focused strategy. The acquisition launched a rigorous plan to bridge the cultures and leverage the knowledge and talents of employees in the company’s diverse business units. These goals are achieved by: (1) establishing and frequently communicating a solid business case for diversity; (2) creating the diversity-of-thought concept, which uses diversity as a mechanism to understand and leverage industry, functional, and demographic differences within the organization; (3) a network of individuals and teams that provide vision, role modeling, and tactical solutions for the initiative; and (4) a set of programmatic components and accountability mechanisms that ensure all employees receive the developmental and promotional opportunities they deserve. Georgia-Pacific uses these mechanisms to increase the representation of women in the pipeline and at senior levels. As a result, representation of women at the most senior level (generally, Executive Vice President) increased from 9 percent in 2001 to 29 percent in 2004. During this same period, representation of women at the President/Vice President level increased from 11 percent to 17 percent, and at the Senior Director/Director/Controller level from 22 percent to 30 percent. 

2005 CATALYST AWARD WINNER
SIDLEY AUSTIN BROWN & WOOD LLP

STRATEGIES FOR SUCCESS: AN ONGOING COMMITMENT TO DIVERSITY

Sidley Austin Brown & Wood LLP has created an ongoing and comprehensive effort to recruit, develop, advance, and retain women and people of color. This effort is embedded in a strong, inclusive culture in which all employees understand that the firm will flourish through a diversity of perspectives. The Committee on Retention and Promotion of Women and the Committee on Racial and Ethnic Diversity work with the Recruiting and Compensation Committees to design and support programs and policies that maintain a culture of inclusion, bring diverse talent into the firm, and develop and promote women and people of color to partnership and positions of authority within the firm. Strong commitment, role modeling, and communication from senior leadership reinforces the importance of diversity to the firm’s success. While formal accountability mechanisms are rare in law firms, Sidley partners are required to, among other things, annually account for their personal efforts to improve the diversity of the firm. This accountability—along with a strong, inclusive culture, leadership, and innovative programs and policies—ensures that the firm’s diversity efforts are sustained. These efforts have had an impact on diverse representation within the firm’s senior ranks. One-third of the firm’s women partners currently hold positions as firmwide or office committee chairs or co-chairs. While 22 percent of the lawyers promoted to partnership in 2002 were women, 43 percent of those promoted in 2004 were women. The representation of attorneys of color within the partnership increased from 6 percent in 2002 to 8 percent in 2004. In 2004, almost 18 percent of the total partnership was comprised of women.