The 2025 Catalyst Awards: Defining the new era of workplace inclusion, together

On 11 March 2025, the Catalyst Awards Experience brought together over 1,500 HR, inclusion, and business leaders from 150+ global companies, both in New York City and online. This year’s event kicked off with a powerful call to action from emcee Angela Chee, author of The Power of The Only: “Let’s define what the new era of inclusion looks like—together.” That message set the stage for a powerful day of connection, learning, and community-building.

The conference theme, "The Diversity Dividend: Strengthening workplaces that work for women," reinforced how diversity and inclusion aren’t just the right thing to do; they drive better business results. Over 20 sessions covered key workplace trends, from women’s economic impact to the evolving socio-political landscape, demonstrating how inclusive practices fuel performance, innovation, and long-term success. 

Catalyst honored five 2025 Catalyst Award Winners, celebrating initiatives making meaningful strides in women's advancement. This year also marked the debut of the Breakout Program award, recognizing individual corporate programs setting new standards for workplace inclusion.

Catalyst President & CEO Jennifer McCollum opened the event by galvanizing attendees: “Progress doesn’t happen in a straight line, but through the swing of the pendulum.” While challenges remain, the momentum from this year’s Catalyst Awards made one thing clear—the work must continue, and the time to act is now.

3 key takeaways from the 2025 Catalyst Awards:

Inclusive practices drive business results and help organizations attract and retain top talent.

The business case for inclusion is clear: inclusive workplaces drive innovation, attract top talent, and strengthen market leadership. Catalyst research shows that when employees perceive their workplace as fair and respectful, they are five times more likely to be engaged and three times more likely to stay.

Giavonni Lucas, SVP of Culture and Talent Acquisition at Nationwide, stressed the importance of rethinking hiring pipelines, including recruiting from technical schools and high schools. He also highlighted the power of employee resource groups (ERGs), noting that at Nationwide, ERG members are 50% less likely to leave.

A workplace that values employees’ diverse experiences and perspectives fosters better products, services, and customer experiences. As Lucas put it, “Organizations that focus on today’s customer environment while staying curious about the future will set themselves apart in the market.”

It’s time to address the opportunity gap for women’s career advancement, especially in tech.

Despite progress, women—especially in frontline roles and STEM fields—continue to face systemic barriers to advancement. A lack of mentorship, sponsorship, and structured performance feedback are major obstacles, according to Catalyst.

On the main stage, Alveda Williams, Chief Inclusion Officer at Dow, emphasized the need to remove artificial barriers to success by implementing fair pay practices, inclusive benefits, and clear promotion processes.

One of the biggest challenges to women’s career growth is balancing work and caregiving responsibilities:

• Women with access to remote work are 32% less likely to consider leaving their jobs.

• 55% of working parents cannot afford childcare without employer support.

• 35% of mothers have considered leaving the workforce entirely due to caregiving constraints.

To close this gap, Diane Swonk, Chief Economist at KPMG US suggests companies invest in flexible work policies, paid parental leave, and caregiving benefits—not just as a retention strategy, but as a driver of long-term workforce sustainability for women.

Amidst a rapidly changing sociopolitical landscape, stay rooted in your company values.

As “DEI” faces increased legal and political scrutiny in the US, businesses must stay focused on long-term strategy.

Keynote speaker Kenji Yoshino, Chief Justice Earl Warren Professor of Constitutional Law, NYU School of Law & Director, Meltzer Center for Diversity, Inclusion, and Belonging, reinforced that companies committed to fair, inclusive talent practices will continue to drive innovation and performance—regardless of external pressures.

The data is clear: 75% of employees on inclusive teams report high innovation levels, compared to just 16% on non-inclusive teams. Companies that pivot too quickly risk legal and reputational pushback from all sides. Instead, leaders should:

• Clearly communicate the business impact of inclusion.

• Upskill teams to navigate change effectively.

• Reinforce commitment to organizational values.

As Alix Pollack, Head of Knowledge Transformation & Solution Development, Catalyst said, “The battles ahead will be won through partnership, not polarization.”