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IBM Corporation – Women’s Diversity Network Group (Practices)
Each Diversity Network Group (DNG) at IBM represents a grassroots effort and provides an opportunity for employees to share ideas on important issues. The mission of IBM’s Women’s DNG is […]
BSR and Levi Strauss Foundation – HERproject: Health Enables Returns Workplace Program for Women (Practices)
The Levi Strauss Foundation and BSR launched the Health Enables Returns Workplace Program for Women, or HERproject, in 2007. The program provides factory-based women’s health education to promote awareness and […]
Kimberly-Clark Corporation – One WIN One Women’s Interactive Network (Practices)
In 1995, Kimberly-Clark (K-C) established its Women’s Interactive Network (WIN). Since its first year, WIN has grown from a campus-level initiative, operating in distinct locations, to a North American company-wide […]
Credit Suisse Switzerland – Employee Networks: Creating a Platform for Learning (Practices)
Credit Suisse is committed to promoting a partnership culture which attracts, retains, and develops diverse talent. Diversity & Inclusion is a global initiative closely aligned with the internal recruiting and […]
Fostering Sponsorship Success Among High Performers and Leaders (Tool)
This is a tool designed for current sponsors, those looking to become a sponsor, and protégés.
CH2M HILL – Sponsoring Women into Critical Roles (Practices)
Bill Dehn, Executive Vice President, understands the power of sponsorship. As former head of North American Operations for engineering and construction firm CH2M HILL, he knew what it took to […]
IBM Corporation – Taking the Stage® (Practices)
Taking the Stage®, developed by the Humphrey Group, is a program at IBM designed to show women how to achieve a strong leadership presence when speaking in any situation. It […]
Citi – Women Leading Citi (Practices)
Women Leading Citi is a firm-wide, targeted effort to support high-performance women participants who possess the potential to move into senior leadership at Citi. This program fosters sponsorship relationships between […]
Deutsche Bank – ATLAS Accomplished Top Leaders Advancement Strategy (Practices)
Deutsche Bank’s Accomplished Top Leaders Advancement Strategy (ATLAS) sponsorship program was launched in 2009 with the goal of improving the gender balance at senior levels and increasing the pool of […]
Aditya Birla Group (ABG) – Talent Management and Leadership Development (Practices)
ABG launched formal, company-wide talent management processes in November 2003 to introduce a set of uniform practices across all its companies. The objective was threefold: to institutionalize a set of […]
Building Trust Between Managers & Diverse Women Direct Reports: Recommendations for HR, Managers, and Individuals (Tool)
This tool can help you leverage diverse working relationships within your organization.
Visiting Nurse Service of New York – Diversity and Inclusion in Community-Based Healthcare (Practices)
Because Visiting Nurse Service of New York (VNSNY) has a highly diverse clientele, the organization understands that promoting cultural awareness, developing and retaining a diverse workforce, and creating an inclusive […]
Time Warner Inc. – Creating a Unified Culture: Investing in Our Women Leaders (Practices)
After a highly publicized merger with AOL in 2000, Time Warner Inc. leaders committed to rebuilding and unifying the company by increasing low employee morale and regaining trust. These actions […]
Kaiser Permanente – Achieving Our Mission and Growing the Business Through the National Diversity Agenda (Practices)
Kaiser Permanente’s initiative, Achieving Our Mission and Growing the Business Through the National Diversity Agenda, makes diversity and inclusion central to the organization’s competitive advantage and its ability to deliver […]
McDonald’s Corporation – Freedom Within a Framework: Global Women’s Initiative (Practices)
At McDonald’s Corporation, a strong commitment to inclusion is embedded in the business plan and corporate values. This perspective led the company to build on its successful and longstanding diversity […]
User’s Guide: Approaches to Learning the Unwritten Rules (Tool)
This guide details approaches to learning unwritten rules.
Engaging Men in Gender Diversity Initiatives (Tool)
Men can—and should—be partners in educating other men and in moving organizations toward gender equality.
SAP – net45plus (Practices)
The net45plus employee network at the German headquarters of SAP AG was designed to engage older employees by providing support and resources to help them navigate their careers and plan […]
Credit Suisse – Reverse Mentoring: Engaging Generational Difference (Practices)
Credit Suisse’s Reverse Mentoring: Engaging Generational Difference pairs senior leaders with junior employees to educate senior employees about diversity, provide visibility to the junior employees, and improve cross-generational and cross-level […]
AB Volvo – Walk the Talk (Practices)
Implemented in 1998, Walk the Talk seeks to promote greater awareness and understanding of gender and leadership issues and their impact on Volvo’s business development, managers, and the organization as […]