DEI Strategy
Results
Pfizer Inc. – Leadership, Engagement, Advancement, and Development (LEAD) Program (Practices)
Pfizer's LEAD (Leadership, Engagement, Advancement, and Development) program increases career opportunities and visibility for high-performing diverse individuals.
High Potentials in the Pipeline: On Their Way to the Boardroom (Report)
This report highlights the differences between women's and men's career experiences and satisfaction.
BNY Mellon – Fostering Global Inclusion and Multiculturalism (Practices)
To attract and retain diverse talent, the company bolstered support for its employee resource groups.
Natura – Fostering Innovation, Empowering Employees, and Developing Communities: Sustainability for Business and Society (Practices)
Learn about Natura's efforts at sustaining the communities within which it operates.
Vital Signs: PowerPoint Template (Tool)
This powerful PPT template can help you analyze your data to close gender gaps at your organization.
Vital Signs: Using Your Data to Close the Gaps (Tool)
This tool uses a guided approach to show you how to apply a diversity lens to your workforce data.
Unilever – Global Reach With Local Roots: Creating a Gender-Balanced Workforce in Different Cultural Contexts (Practices)
Unilever’s initiative, Global Reach With Local Roots: Creating a Gender-Balanced Workforce in Different Cultural Contexts, accelerates the advancement of high-potential women across different regions and leverages the company’s strong foundation […]
The Coca-Cola Company – Global Women’s Initiative: Women as the Real Drivers of the 21st Century (Practices)
The Coca-Cola Company’s Global Women’s Initiative: Women as the Real Drivers of the 21st Century seeks to advance women internally and economically empower women externally. Initiated and driven by the […]
Alcoa Inc. – Building Opportunities for Women in a “Hard Hat” Company (Practices)
In the midst of hard economic times, Alcoa’s initiative Building Opportunities for Women in a “Hard Hat” Company is increasing women’s representation in leadership roles and promoting gender inclusion in a male-dominated […]
Cisco Systems, Inc. – Developing Women: Cisco’s Executive Shadowing Program (Practices)
Cisco’s Executive Shadowing program began in 2009 as a grassroots effort to develop women employees by pairing Cisco executives with talented women across business functions. Unlike many diversity and inclusion […]
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 […]
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, […]
TURCK Inc. – Life Works @TURCK: Prioritizing Employee Well-Being and Flexibility (Practices)
Over the past several years, a growing number of organizations have implemented solutions to enhance personal well-being and help employees improve work-life effectiveness (WLE). TURCK Inc. is the North American […]
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 […]
HCL Technologies – Employees First: A Philosophy for Workplace Transformation (Practices)
HCL Technologies (HCLT), a leading global IT services company headquartered in India, is a client-driven business. As such, it is imperative for the company to optimize and enhance employee-customer relationships. […]
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 […]
Whirlpool Corporation – PRIDE: Lesbian, Gay, Bisexual, Transgender and Allied Inclusion (Practices)
Whirlpool Corporation strives to create an internal workplace culture that allows and encourages its personnel to bring their full selves to work. This means an open, supportive, and inclusive environment […]
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 […]
Google Inc. – LGBT Inclusion in India: Globally Connected, Locally Relevant (Practices)
LGBT inclusion in India, as elsewhere, was viewed as a “non-negotiable”; an imperative for Google’s approach to building truly inclusive workplaces. By the time programs for LGBT employees—affectionately referred to […]