DEI Strategy
Results
Pipeline’s Broken Promise (Report)
This report examines the conventional wisdom of the past two decades in regards to women in the pipeline.
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 […]
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 […]
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 […]
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 […]
Weil, Gotshal & Manges LLP – Advancing Women in Law (Practices)
Weil, Gotshal & Manges LLP formalized their affinity group, Women@Weil, in 2005 with the objective of being the “firm of choice” for women lawyers. Women@Weil is present in each of […]
KPMG LLP – Achieving Results Through Mentoring (Practices)
Mentoring has existed at KPMG LLP for decades. Prior to 2004, however, the mentoring program focused primarily on assisting employees with the transition to partnership. In 2004, KPMG’s former Chairman, […]
Ernst & Young LLP – Employee Advocacy Through Career Planning and Mentoring (Practices)
Ernst & Young recognizes the importance of diversity and inclusiveness as a critical strategic driver for their business. The firm’s Career Watch program helps high-potential women and visible minorities reach […]
2009 Catalyst Member Benchmarking (Report)
This report focuses on organizational practices that support women's career advancement.
Opportunity or Setback? High Potential Women and Men During Economic Crisis (Report)
This report examines whether organizations that have paid a premium to recruit up-and-coming talent are leveraging that investment during the economic downturn.
Women of Color in U.S. Law Firms (Report)
This report examines the retention, development, and advancement of women and minorities is a pressing issue for law firms.
Engaging Men in Gender Initiatives
This series offers evidence about the most effective ways to partner with men in ending gender inequalities at work.
Career Advancement in Corporate Canada: A Focus on Visible Minorities – Diversity & Inclusion Practices (Report)
This report explores how visible minority women and men perceive their career advancement and development in corporate Canada.
Cascading Gender Biases, Compounding Effects: An Assessment of Talent Management Systems (Report)
As companies strive to tackle the shortage of executive talent, maximize human capital with fewer resources, and maintain business success, it is essential that they understand the vulnerability of talent […]
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.