Intersectionality
Intersectionality is a framework for understanding how social identities—such as gender, race, ethnicity, social class, religion, sexual orientation, ability, and gender identity—overlap with one another and with systems of power that oppress and advantage people in the workplace and broader community. Applying this perspective to your work is critical to building a more inclusive working environment.
Results
Wachovia Corporation – Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion at Wachovia Corporation (Practices)
In order to further engage the LGBT community, Wachovia developed GALEA, a network that includes both LGBT-identified employees and straight allies.
Royal Dutch Shell plc – Mobility Across the Borders: Addressing Global Relocation Barriers for LGBT Employees (Practices)
Royal Dutch Shell plc is a global company, and relocating employees is an important way to transfer knowledge and skills and to develop staff. Shell strives to ensure that all […]
The Goldman Sachs Group, Inc. – Networking Initiatives for Multicultural Women (Practices)
The Goldman Sachs Group, Inc., is not new to promoting diversity. In 2007, the firm’s initiative, Securing Talent and Excellence in the Pipeline: The Senior Women’s Initiative, won the Catalyst […]
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 […]
Women of Color in Accounting (Report)
This report benchmarks the experiences of women of color against other demographic groups in accounting.
PepsiCo, Inc. – Women of Color Multicultural Alliance (Practices)
PepsiCo is firmly committed to leveraging the diversity of perspectives that its talented associates bring to the company and to fostering a work environment that includes and encourages differing views […]
Safeway Inc. – Championing Change for Women: An Integrated Strategy (Practices)
Safeway seeks to promote management talent from within, drawing from all levels, including entry-level store employees, to fill its leadership ranks.
The Chubb Corporation – Reach Up, Reach Out, and Reach Down (Practices)
Chubb's efforts prepare high-potential women and people of color for leadership positions, while charging them with coaching and mentoring their colleagues.
Sidley Austin Brown & Wood LLP – Strategies for Success: An Ongoing Commitment to Diversity (Practices)
The goal of Sidley’s overall diversity effort is three-fold: to increase the firm’s success in retaining women attorneys and attorneys of color; to promote a greater number of women associates and associates of color to partnership; and to promote a greater number of these partners to positions of power within the firm.
2002 Catalyst Member Benchmarking (Report)
This report contains results, in-depth analysis, and workforce statistics analyzed by global region, race, and ethnicity.
Bayer Corporation – Bayer Women: Leaders for the Global Marketplace (Practices)
Bayer Corporation, the United States subsidiary of Bayer AG, has developed an overarching approach to diversity in the context of continuous improvement of the business operation. The goal of the […]
General Mills, Inc. – Women in Leadership: The Power to Build the Future (Practices)
General Mills’ initiative, Women in Leadership: The Power to Build the Future, centers on creating meaningful dialogue between diverse employees and senior leadership. The initiative is marked both by empowered […]