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Feminists have frequently borrowed an expression from Isaac Newton, who gave credit to his predecessors when he said, “If I have seen further, it’s because I have stood on the shoulders of giants.”

Former President Bill Clinton declared June Gay & Lesbian Pride Month in 2000. Pride Month has since evolved to include the celebration of bisexual and transgender people as well. This June we’re celebrating big wins for the LGBT community—and taking a look at what a difference 15 years makes!

Catalyst research shows that by expanding our definition of leadership, we can tap into the impact entry-level employees can make within their workplaces

In honor of LGBT Pride Month, we are using June’s column to share Deborah’s personal experience with LGBT advocacy and her advice on how to be an ally in this critical area.

This month, Sarah Raiss tells why networking is so important to becoming known by those who can help you get onto a board.

For women seeking to enter STEM fields in academia, the picture is particularly bleak: both male and female faculty show gender bias that puts entry-level female applicants for research positions at a disadvantage.

What is Buying Power? Who has it? And what are consumers spending on?

The TV show Mad Men has come to an end. But the Mad Men culture lives on in real-world advertising agencies. As founder of The 3% Conference, an organization dedicated to increasing the number of women in leadership roles in advertising agencies, Kat Gordon aims to put an end to that.

Meet: Mikhaila Nodel, a 17-year-old high school student and activist from Brooklyn, New York.

Whether you’re an employer posting a job or a job seeker looking for one, it’s important to be aware of how certain words in a job description can reflect an organization’s culture and values.

Que vous soyez un employeur qui affiche un poste ou un professionnel à la recherche d’un emploi, il est important de comprendre comment l’utilisation de certains mots dans une description de poste peut refléter la culture et les valeurs d’une organisation.

In this month’s Ask Deborah, we posed a reader’s question about equipping hiring managers to counteract the biases women of different national identities and cultural backgrounds often face.

According to recent Catalyst data, women hold only 23 (4.6%) of CEO positions at S&P 500 companies and 19.2% of board seats at US stock index companies. In 2013 and 2012, one-tenth of Fortune 500 companies had zero women on their boards. Meanwhile, the gender wage gap has barely budged in a decade.

Every year on Equal Pay Day, Catalyst blogs about the frustratingly persistent gender pay gap. This year, we decided to go beyond the numbers and ask real women to share their stories of pay inequity in their own words. We included two such stories on our blog last week; below are two more. We are sorry to say there are more to come.

Women in the workplace are often confronted with obstacles that impede their advancement to leadership positions. For women of color, visible minority women, and indigenous women, these obstacles are affected by the intersections of race, ethnicity, class, and gender.

We decided to go beyond the numbers this year and ask real women to share their stories of pay inequity on our Catalyzing blog. I’ve included just a few of these below; unfortunately, there are more to come.

In January we heard from Sarah Raiss about how she helped her Women On Board®mentee, Sandra Stuart, craft a more effective board resume. This month, Sandra shares more of what she’s learned from Sarah and Women On Board® about making sure your new-and-improved profile gets seen.