Career Advancement
From the transparency needed to close the gender pay gap to securing mentors and sponsors, career advancement is hardly the predictable, linear process it used to be. Learn more about these topics and how gender representation in the C-suite and on boards can support positive culture change across your organization.
Results
Career Pathways 3: Applying Proven Career Advancement Techniques (Tool)
This third tool in the Career Pathways Toolkit includes self-guided activities designed to help you develop or redesign your career advancement action plan.
Optimizing Mentoring Programs for Women of Color (Tool)
This tool provides assistance in developing new or refocusing existing mentoring programs on diverse women.
Good Intentions, Imperfect Execution? Women Get Fewer of the “Hot Jobs” Needed to Advance (Report)
This report examines the impact of leadership development—both formal programs and on-the-job experiences—on high potentials' career advancement.
The Promise of Future Leadership: A Research Program on Highly Talented Employees in the Pipeline
2009 – 2015 Catalyst’s longitudinal project, The Promise of Future Leadership: A Research Program on Highly Talented Employees in the Pipeline, followed the careers of graduates of leading business schools […]
Lloyds Banking Group – Championing Diversity to Build a Strong Talent Pipeline (Practices)
When Lloyds and HBOS merged to become Lloyds Banking Group in 2009, executives used it as an opportunity to review gender diversity programs and assess its progress since 2000. In […]
Nationwide – Touch Point Program (Practices)
Nationwide places a strategic focus on people, which includes developing talent. For employees at the 85-year-old insurance and finance organization, visibility and building both formal and informal relationships is important […]
Setting the Record Straight
Catalyst’s Setting the Record Straight series used hard evidence derived primarily from Catalyst Fortune 500 and Financial Post 500 Census data to debunk myths about women in corporate leadership.
The “Think Director, Think CEO” Myth: Financial Post 500 Companies (Report)
This report addresses the myth that CEO experience is a requirement for corporate board service in Canada.
GE Capital EMEA – Building a Pipeline of Women: Investing Within, Connecting Out (Practices)
GE’s diversity and inclusion strategy is centered on the notion that diversity is not solely a human resources issue—it is a business issue. Building upon GE’s long history of inclusion, […]
The “Think Director, Think CEO” Myth: Fortune 500 Companies (Report)
This report addresses the myth that CEO experience is a requirement for corporate board service.
Narrowing the Financial Post 100 Gender Leadership Gap: Change is Closer Than You Think (Report)
This report addresses the myth that closing the gender leadership gap in corporate Canada is impossible.
Narrowing the Fortune 100 Gender Leadership Gap: Change is Closer Than You Think (Report)
This report addresses the myth that closing the gender leadership gap in corporate America is impossible.
The Momentum Myth: The Impact of Turnover on Women’s Representation on Financial Post Public Company Boards (Report)
This report addresses the myth that because so many public companies are appointing women directors, women's overall representation is poised to reach parity rapidly.
The Momentum Myth: The Impact of Turnover on Women’s Representation on Fortune 500 Boards (Report)
This report addresses this myth: because many companies are appointing women directors, women's overall representation is poised to reach parity rapidly.
The Supply Problem Myth: Financial Post 500 Boards (Report)
This report addresses the myth that there is a shortage of women qualified for board service.
The Supply Problem Myth: Fortune 500 Boards (Report)
This report addresses the myth that there is a shortage of women qualified for board service.
PepsiCo Mexico – Promoting Gender Equity and Women’s Leadership: Creating Inclusive Environments and Developing Female Talent (Practices)
PepsiCo Mexico’s mission of sustainability is termed “Desempeño con Sentido,” or “Performance with Purpose.” As part of this mission, the company is dedicated to respecting, contributing to, and supporting the […]
IBM Corporation – Developing High-Potential Women with the Blue Talent Program (Practices)
IBM’s Blue Talent program provides development opportunities for women in mid-level positions. Its goal is to strengthen the company’s pipeline and reduce attrition rates, while developing women’s business and technical […]
Hewlett-Packard Company – Reciprocal Mentoring with PRIDE (Practices)
Hewlett-Packard (HP) has a long history supporting the lesbian, gay, bisexual, and transgender (LGBT) community. In fact, it was the first company to start an employee resource group specifically for […]
Fruits in Suits – LGBT Networking and Mentoring in Hong Kong (Practices)
Fruits in Suits (FinS) is an informal professional network for LGBT individuals. The organization was founded in 2004 in Hong Kong and holds monthly meetings with a growing number of […]