DEI Messaging
Workplace diversity can lead to increased revenue, reduced costs, greater innovation, and increased employee engagement, productivity, and commitment. But in order to reap these benefits, organizational leaders must clarify the connection between their diversity efforts and their business goals.
Results
Gender and Corporate Social Responsibility: It’s a Matter of Sustainability (Report)
When it comes to sustainability, stakeholders should look to a new benchmark to judge the long-term health of a company.
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 […]
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 […]
Leadership Gap in India Inc.: Myths and Realities (Report)
In this report, we focus on building awareness and offering action steps for developing and advancing women in corporate India.
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 […]
Deloitte & Touche LLP – Mass Career Customization at Deloitte: A New Model for Building Careers and Developing Talent (Practices)
Deloitte’s Mass Career Customization (MCC) framework deconstructs careers into four primary dimensions (pace, workload, location and schedule, and role) to provide a structured approach that facilitates collaboration between employees and […]
Deloitte & Touche LLP, Canada – The Role of Chief Diversity Officer (Practices)
In January 2008, Deloitte & Touche LLP, Canada, announced its creation of the role of Chief Diversity Officer (CDO). At the time, few other Canadian organizations had similar positions. The […]
KPMG LLP Canada – Lesbian, Gay, Bisexual, and Trans-Identified (LGBT) Inclusion at KPMG LLP Canada: pride@kpmg (Practices)
pride@kpmg supports the needs of LGBT-identified employees by acting as an informational resource, functioning as a formal network, and providing informal mentoring opportunities.
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 […]
Making Mentoring Work: Business Case Framework (Tool)
This tool provides members with foundational research to link business to the benefits of formal mentoring.
Making Mentoring Work: Formal Mentoring ROI Spreadsheet (Tool)
The template allows companies to see in real terms how formal mentoring can pay off.
Making Mentoring Work: Sample Mentoring Scorecard (Tool)
This tool provides examples of programmatic and outcome metrics to isolate mentoring's effect on outcome scores.
Sodexo, Inc. – Using Return on Investment Results to Measure Executive Mentoring Success (Practices)
Sodexo, Inc., launched its North American mentoring initiative in 2005 based on strong empirical evidence regarding the importance—for both employee development and business success—of corporate mentoring programs and linking mentoring […]
CH2M HILL – Constructing Pathways for Women Through Inclusion (Practices)
In the traditionally male-dominated industry of engineering and construction, CH2M HILL provides a model for leveraging women employees to achieve business success.
Workplace Trends: Today’s Decisions, Tomorrow’s Successes (Tool)
Catalyst has identified six trends that represent significant shifts for workforces, workplaces, and women in the workplace.
Scotiabank – Accountability Yields Success (Practices)
The advancement of women has long been a priority at Scotiabank. In 2002, a diverse, cross-functional group of the most senior-level women in the organization formed the Advancement of Women […]
Scotiabank – Unlocking Potential, Delivering Results: The Advancement of Women (AoW) Initiative (Practices)
Scotiabank’s Unlocking Potential, Delivering Results: The Advancement of Women (AoW) Initiative is a far-reaching, business-driven initiative focused on seven strategic pursuits providing a global framework designed to attract, retain, and […]
Georgia-Pacific Corporation – Bridging Cultures, Leveraging Differences (Practices)
This initiative is premised on a strong diversity business case generated by the diversity-of-thought concept, which maintains that different types of thinking stem from different dimensions of diversity.
2002 Catalyst Member Benchmarking (Report)
This report contains results, in-depth analysis, and workforce statistics analyzed by global region, race, and ethnicity.