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What’s New

On 10 November, Catalyst, along with Families and Work Institute (FWI), released Leaders in a Global Economy: Talent Management in European Cultures, which found that nearly one-half of women and men leaders intend to leave, or are uncertain about remaining with, their employers over the next five years.

The study, the third in the landmark Leaders in a Global Economy series, surveyed more than 4,500 senior and emerging leaders across three geographies: Anglo, Germanic, and Latin Europe. Women and men in Anglo Europe were most at risk, whereas those in Germanic Europe were least at risk. Satisfaction with talent management was lowest in Latin Europe. The study recommended practices to reduce barriers to advancement and counter the job dissatisfaction.

Talking Talent

Registration is open for the third in the Catalyst Europe AG Regional Symposia Series (CERSS). Enititled Revisiting Workplace Inclusion: The Missing Link and to be held on 12 March in Paris, the event focuses on the importance of men's involvement to achieving diverse workplaces. Sodexo is sponsoring. At the two previous symposia, in Rüschlikon, Switzerland, in August, and in London in October, discussion focused on Leaders in a Global Economy: Finding the Fit for Top Talent, the second in the global talent research series. Catalyst Europe General Manager Eleanor Tabi Haller-Jorden, quoted in an article in CFO Europe, said that study found that women and men share priorities for what they value at work.

Thought-Starter

It's all about the individual. That's how Joan L. Wales, Head of Function Remediation Management at BP p.l.c. and a Catalyst Europe Advisory Board member, views diversity and inclusion. As a young manager on assignment in the United States, she once had to enable contract workers and employees to interact despite differences in ethnicity, culture, and age. Now she strategizes plans for major BP business units. Said Ms. Wales:

But it's still about reaching individuals, making them feel part of the business and working out the best way to do so. Ultimately, the question is about what inclusion means to employees out in the field.