English
Results
The Chubb Corporation – Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion at Chubb (Practices)
Chubb’s LGBT-inclusion initiative, along with its other diversity initiatives, was created to build a truly inclusive workplace environment where every employee feels welcome and comfortable.
IBM Canada – Enhancing Inclusion Through Critical Relationships and Cultural Awareness (Practices)
IBM Canada developed specialized programming to leverage diversity and support diverse groups. Two programs developed to enhance relationships in the workplace include: Diversity Network Groups (DNGs) and Diversity Training for People Managers.
Scotiabank – Lesbian, Gay, Bisexual, and Transgender Inclusion at Scotiabank: Scotia Pride (Practices)
Scotia Pride encourages employees from branches across the country to become involved in Scotiabank’s broader community outreach, which enhances brand recognition as an employer and bank of choice where diversity is celebrated.
General Mills Inc. – Success Through Employee Networks (Practices)
General Mills has found that the networks increase employees’ sense of belonging, provide developmental opportunities, and support strategic workforce goals such as retention of top talent.
Citigroup Inc. – Meeting Local Needs: Employee Network Groups at Citigroup (Practices)
Citigroup has network groups in the United States and the United Kingdom. With different workforce needs, the network groups have developed in slightly different ways.
Wachovia Corporation – Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion at Wachovia Corporation (Practices)
In order to further engage the LGBT community, Wachovia developed GALEA, a network that includes both LGBT-identified employees and straight allies.
Royal Dutch Shell plc – Mobility Across the Borders: Addressing Global Relocation Barriers for LGBT Employees (Practices)
Royal Dutch Shell plc is a global company, and relocating employees is an important way to transfer knowledge and skills and to develop staff. Shell strives to ensure that all […]
Methodology: 2009 Catalyst Census: Financial Post 500 (Appendix)
Catalyst uses a rigorous verification process to authenticate data gathered from public sources, allowing us to compare data over time and across industries and geographies. In early summer of 2009, […]
2009 Catalyst Census: Financial Post 500 Women Board Directors (Report)
This report examines women's representation on corporate boards at the most profitable companies in Canada.
Unwritten Rules: Why Doing a Good Job Might Not Be Enough (Report)
In this report, women and men from many industries and roles described behaviors and skills helpful with promotional opportunities.
The Goldman Sachs Group, Inc. – Networking Initiatives for Multicultural Women (Practices)
The Goldman Sachs Group, Inc., is not new to promoting diversity. In 2007, the firm’s initiative, Securing Talent and Excellence in the Pipeline: The Senior Women’s Initiative, won the Catalyst […]
Pipeline’s Broken Promise (Report)
This report examines the conventional wisdom of the past two decades in regards to women in the pipeline.
General Motors Corporation – Recruiting, Advancing, and Retaining Women of Color Through the Multicultural Women’s Affinity Group (Practices)
General Motors Company believes that creating an open environment for women of color will benefit all employees. In 2004, the company (then General Motors Corporation), started the Multicultural Women’s Group […]
Booz & Company – Middle East Women’s Leadership Initiative (Practices)
In 2005, the founder of Booz & Company’s Middle East Women’s Leadership Initiative (WLI)—the most senior woman in the region—began engaging the office’s women in a networking forum. This effort […]
Campbell Soup Company – Winning in the Workplace, Winning in the Marketplace, Winning With Women (Practices)
Campbell Soup Company’s comprehensive initiative, Winning in the Workplace, Winning in the Marketplace, Winning With Women, has utilized employee engagement, knowledge sharing, and innovation to develop a culture of diversity […]
RBC – Client First Transformation: Achieving Business Results and Cultural Revitalization Through Diversity (Practices)
RBC’s initiative, Client First Transformation: Achieving Business Results and Cultural Revitalization Through Diversity, embeds diversity and inclusion (D&I) principles into its approach with employees, clients, and communities, contributing to a […]
Telstra Corporation Limited – Next Generation Gender Diversity: Accelerating Change for Women Leaders (Practices)
Telstra’s initiative, Next Generation Gender Diversity: Accelerating Change for Women Leaders, uses an integrated approach to increase women’s representation at senior and pipeline levels and engage men as change agents, […]
Deloitte LLP – The Women’s Initiative: Living the Lattice (Practices)
Deloitte LLP’s The Women’s Initiative: Living the Lattice builds on the success of the Task Force of the Initiative for the Retention and Advancement of Women. The mission of the […]
RBC (Royal Bank of Canada) – Diversity Dialogues (Practices)
RBC’s Diversity Dialogues is a reciprocal mentoring model that positions mentors and mentees as partners in learning about diversity. The program matches mid-level women and visible minority employees with senior […]
Making Mentoring Work (Report)
Read this report to learn about leveraging or creating mentoring programs.