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var tile_1_2 = "<strong>Start - A few opening words from Catalyst Europe<br><br>OF MYTHS AND TO-DO LISTS</strong><br><br>Little beats the promise of a new year. It’s a good excuse to think anew, define goals and tackle vital questions, such as <em>What does it take to get ahead in the workplace?</em><br><br>If only the answer were as straightforward as the question. It’s tempting to draft a list of next steps based on the advice given by the high-flyers we know – and those we only follow on the electronic medium of our choice. These next steps are sometimes considered foolproof career strategies. Network inside and outside the company. Make others aware of your contributions. Stay late and then log in from home after dinner.<br><br>The problem is not the advice but the assumption that the replication of career-boosting strategies automatically leads to success. We know that for women in particular, doing all the right things is not always enough to get ahead.<br><br>To say the tips don’t work may sound like a bleak way to begin 2012. We are simply finding, yet again, that when over-engineered and formulaic approaches fail, the interesting work can begin.<br><br>Best wishes for 2012,<br>Catalyst Europe";


var tile_1_3 = "<strong>Viewpoint - Perspectives from a Catalyst Europe Member or Thought Leader<br><br>SEND A MESSAGE</strong><br><br>“Back in 1985, when I went straight from an MBA into the corporate world, I didn’t realize the importance of communicating my career objectives from the start of my career. Now that I’m older and wiser, I advise people to communicate with their bosses, make it easy on them, tell them what they want to do and where they want to go with their careers, and be persistent about it. This information shouldn’t be buried in a yearly review that is filed away somewhere. In my experience, succession evaluation is very subjective, and the people who are doing the promoting aren’t necessarily going to look at what was written in a performance review.<br><br>I would also say that women should be more committed, when they have been successful in their own careers, to identifying talent and helping other women. This is part of having a successful global career, along with finding the right leaders along the way and being taken under their wings.”<br><br><strong>Annamaria Fato</strong> is Project Manager, Marketing and Communications, on an Integration Project at Zurich Insurance Malaysia.";

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var tile_1_5 = "<strong>Practices-in-Motion - A real-world example of a Member program, policy or approach that is effecting positive change in the here-and-now<br><br>A PROCESS FOR KNOWLEDGE TRANSFER</strong><br><br>“In order to address two major concerns of management today – an aging workforce and the lack of senior women talent – AXA Group recently launched the Talent Tandem program. The new program brings together male senior leaders and high-potential women in order to ensure that valuable knowledge and experience are passed onto the next generation; from one gender to the other; and from developed to expanding markets.<br><br>A typical ‘talent tandem’ works together for six to twelve months. At a kick-off workshop, participants not only review the program goals, success criteria, timing and key milestones, but also map out a plan to manage the knowledge transfer and determine the measures through which the women will get (additional) senior exposure.<br><br>For the moment, the program is considered a pilot and covers Germany, Switzerland, Belgium and Central and Eastern Europe. Once the pilot concludes in mid-2012 and feedback is analyzed, a broader Talent Tandem program will be rolled out in other regions.”<br><br><strong>Christiane Bisanzio</strong> is the Head of Human Resources at AXA for Northern, Central and Eastern Europe.";


var tile_1_6 = "<strong>Double Take - An unexpected finding from Catalyst research<br><br>ALL OUTCOMES ARE NOT ALIKE</strong><br><br>A recent eye-opening Catalyst report – part of a longitudinal analysis of the retention and advancement of high-potential men and women – raises some serious questions about how men and women reap the rewards of career-boosting strategies. For example: “Of all the strategies used by women, making their achievements known – by ensuring their manager was aware of their accomplishments, seeking feedback and credit as appropriate and asking for a promotion when they felt it was deserved – was the only one associated with compensation growth.” We invite you to check out <a target='_blank' href='http://www.catalyst.org/publication/509/the-myth-of-the-ideal-worker-does-doing-all-the-right-things-really-get-women-ahead'><em>The Myth of the Ideal Worker: Does Doing All the Right Things Really Get Women Ahead?</em></a> for some compelling discussion-starters.";

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var tile_2_1 = "<strong>Start - A few opening words from Catalyst Europe<br><br>OF MYTHS AND TO-DO LISTS</strong><br><br>Little beats the promise of a new year. It’s a good excuse to think anew, define goals and tackle vital questions, such as <em>What does it take to get ahead in the workplace?</em><br><br>If only the answer were as straightforward as the question. It’s tempting to draft a list of next steps based on the advice given by the high-flyers we know – and those we only follow on the electronic medium of our choice. These next steps are sometimes considered foolproof career strategies. Network inside and outside the company. Make others aware of your contributions. Stay late and then log in from home after dinner.<br><br>The problem is not the advice but the assumption that the replication of career-boosting strategies automatically leads to success. We know that for women in particular, doing all the right things is not always enough to get ahead.<br><br>To say the tips don’t work is a bleak way to begin 2012. We are simply finding, yet again, that when an over-engineered and formulaic approach fails, the focus shifts to the particular context and engagement of individuals within it. That is cause for cheer.<br><br>Best wishes for 2012,<br>Catalyst Europe";

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var tile_2_4 = "<strong>Light Bulb Moment - An insight revealed by a participant at a Catalyst Europe event<br><br>THE CLOSED MIND</strong><br><br>“In the end, my perspective is based on my own experience. The trick is to be aware of this so that I can challenge my own views.”<br><br><em>Source: Recent Catalyst Europe Regional Learning Hub</em>";

var tile_2_5 = "<strong>Trending - A theme emerging from Catalyst Europe’s ongoing strategic advisory work<br><br>DIFFERENT COMPANIES, ONE MYTH</strong><br><br>The myth of the ideal worker has been dismantled in <a target='_blank' href='http://www.catalyst.org/publication/509/the-myth-of-the-ideal-worker-does-doing-all-the-right-things-really-get-women-ahead'>a recent Catalyst report</a>. While some organizations will find it easy to recognize the rewarded behaviors and characteristics of the so-called ideal worker, others may think that the concept was created by researchers to make a clear yet hypothetical point.<br><br>We are finding, however, that the myth of the ideal worker is remarkably consistent. This means that even in innovative, diverse companies, the gulf between rhetoric and reality may be wider than assumed. In addition, it suggests how potent the informal workplace environment is when it comes to establishing the measures of success. Certain organizations are working to identify the underlying archetypes in order to make way for change. And this is not a one-off exercise, because once one myth has been debunked, it doesn’t take long for another to fill the void.";


var tile_2_6 = "<strong>Trending - A theme emerging from Catalyst Europe’s ongoing strategic advisory work<br><br>DIFFERENT COMPANIES, ONE MYTH</strong><br><br>The myth of the ideal worker has been dismantled in <a target='_blank' href='http://www.catalyst.org/publication/509/the-myth-of-the-ideal-worker-does-doing-all-the-right-things-really-get-women-ahead'>a recent Catalyst report</a>. While some organizations will find it easy to recognize the rewarded behaviors and characteristics of the so-called ideal worker, others may think that the concept was created by researchers to make a clear yet hypothetical point.<br><br>We are finding, however, that the myth of the ideal worker is remarkably consistent. This means that even in innovative, diverse companies, the gulf between rhetoric and reality may be wider than assumed. In addition, it suggests how potent the informal workplace environment is when it comes to establishing the measures of success. Certain organizations are working to identify the underlying archetypes in order to make way for change. And this is not a one-off exercise, because once one myth has been debunked, it doesn’t take long for another to fill the void.";


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var tile_3_1 = "<strong>Off-the-Record - Anonymous real-world comments that are timely and touchy - but important to consider before enduring change can take place<br><br>SO MUCH FOR IDEALISM</strong><br><br>“I don’t want to be known as an ideal worker, no matter what that does or doesn’t involve.”<br><br><em>Source: Recent Catalyst Europe Strategic Focused Intervention</em>";

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var tile_3_4 = "<strong>Fieldwork - A sampling of the topics Catalyst Europe has recently tackled with Catalyst Europe Members<br><br>SHRINKING HORIZONS</strong><br>The first Catalyst Europe Executive Women’s Platform revealed that some senior-level women are finding that quality feedback from peers has been replaced by internal politics. This is one of several factors contributing to the sense that even if women excel at a company, there are not always compelling reasons to stay.<br><br>If you are interested in hosting a Catalyst Europe Executive Women’s Platform in your region, please <a href='mailto:europeinfo@catalyst.org'>contact us</a>.";

var tile_3_3 = "<strong>CE Convene - Upcoming in-person or virtual events organized by Catalyst Europe or Catalyst Europe partners</strong><br><br><em>For confirmation of final dates and times, as well as new events, feel free to <a href='mailto:europeinfo@catalyst.org'>contact us</a>.</em><br><br><strong>(LAST CHANCE) AMSTERDAM: 19 JANUARY 2012, 10:00-12:00<br>Meet Catalyst Europe</strong><br>The next Catalyst Europe Meet & Greet will take place from 10:00 to12:00 on Thursday, 19 January 2012 in Amsterdam. This event, hosted by Shell International B.V., will cover a range of topics related to talent management in the regional (Northern European and Nordic) context, as well as key findings from new Catalyst research. Allyson Zimmermann, Director, Catalyst Europe, and Caroline Pickard, Catalyst Europe Ambassador for the Nordic Region will facilitate the discussion. <strong>Please <a href='mailto:europeinfo@catalyst.org'>e-mail us</a> to register promptly, as seating is limited.</strong><br><br><strong>VIRTUAL: 26 JANUARY 2012, 15:00-16:00 CET<br>CE series continues</strong><br>Join us as we discuss ways to avoid a one-size-fits-all approach to diversity in the next Catalyst Europe “Live Q&A” session on 26 January 2012 from 15:00 to 16:00. Catalyst Europe AG General Manager <a target='_blank' href='http://www.catalyst.org/page/122/eleanor-tabi-haller-jorden'>Eleanor Tabi Haller-Jorden</a> will moderate; on the panel will be Catalyst Senior Director <a target='_blank' href='http://www.catalyst.org/page/147/julie-nugent-biography'>Julie Nugent</a> and Pia Höök, Diversity Director, Volvo Group. Please <a href='mailto:europeinfo@catalyst.org'>e-mail us</a> for technical details and to register.<br><br><strong>BASEL: 13 FEBRUARY 2012, 10:00-12:00<br>Next CE event for senior-level women</strong><br>Following the success of the first Catalyst Europe Executive Women’s Platform – an invitation-only event tailored to high-level women professionals – the next meeting will be hosted by Novartis. Please stay tuned for more information.<br><br><strong>LONDON: 8 MARCH 2012<br>Catalyst Europe at law conference</strong><br>Catalyst Europe has been invited to speak at the International Women in Law Summit 2012, which will convene senior partners and in-house counsel from global law practices on 8 March 2012 at the Law Society in London. The full-day event aims to identify and respond to the key issues curbing the progress of women in the law. For more information, please visit the <a target='_blank' href='http://www.lawsociety.org.uk/home.law'>Law Society website</a> or <a href='mailto:europeinfo@catalyst.org'>contact us</a>.<br><br><strong>VIRTUAL: 15 MARCH  2012, 13:00-14:00 CET<br>New CE discussion series</strong><br>Catalyst Europe is pleased to announce the launch of the CE Writer-in-Virtual-Residence Series, which brings other thought leaders and their work to an exclusive Catalyst Europe virtual platform. For the first event, held on 15 March 2012 at 13:00-14:00, Dr. Sarah Rutherford will share insights and respond to questions about her book <a target='_blank' href='http://www.rutherfordassociates.eu/wwmc_book.php'><em>Women’s Work, Men’s Cultures</em></a>. Stay tuned for more details.<br><br><strong>NEW YORK: 28-29 MARCH 2012<br>Catalyst celebrates 50 years</strong><br>In recognition of Catalyst's 50th anniversary, the annual <a target='_blank' href='http://catalyst.org/page/68/2011-catalyst-awards-conference'>Catalyst Awards Conference</a> and <a target='_blank' href='http://catalyst.org/page/70/2011-catalyst-awards-dinner'>Catalyst Awards Dinner</a> will be even more festive than usual. The thought-provoking two-day event will include expert sessions and panel discussions with senior executives, as well as celebration of the 2012 Catalyst Award-winning initiatives. For more about the generous sponsors and registration, we encourage you to visit the <a target='_blank' href=' http://www.catalyst.org'>Catalyst website</a> soon.<br><br><strong>ZURICH: 7 JUNE 2012<br>Inaugural Catalyst Europe CEO Summit</strong><br>This invitation-only event will bring together leaders of European and Europe-based organizations, policymakers and researchers to identify strategies for effecting workplace change in Europe. The first CE-CEO Summit, entitled <em>Leadership Matters: Talent, Quotas & the New Workplace</em>, will be hosted by lead sponsor Swiss Re Ltd. at the Swiss Re Centre for Global Dialogue in Rüschlikon/Zurich. We are grateful to additional event sponsors AXA, Deutsche Bank AG and Royal Dutch Shell plc.";

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var tile_3_7 = "<strong>Contact</strong><br><br>Catalyst Europe AG<br>c/o KPMG AG<br>Landis+Gyr-Strasse 1<br>6300 Zug, Switzerland<br><br>tel:+41 (0)44 208 3152<br>fax:+41 (0)44 208 3500<br><a href='mailto:europeinfo@catalyst.org'>europeinfo@catalyst.org</a>";