A time to retreat or refocus?

There are moments when we find ourselves seeking out other people’s words for perspective, wisdom and guidance. Without wishing to harp on the turbulence engulfing the financial markets and affecting nearly everyone else, we believe this is one of them.

Four years ago, Stanford economist Paul Romer said: “A crisis is a terrible thing to waste.” The context may have differed, but the message is as compelling today. In spite of the seemingly more pressing issues, could there be an opportunity to rethink the talent management equation? A corporate culture reflecting new priorities? Initiatives once dismissed as reckless?

As this issue lands in your inbox, the second Catalyst Europe AG Regional Symposium is taking place. Ironic, perhaps, that in these days of great uncertainty and change, the focus is on identifying trends of the future workplace. What tomorrow will bring may not always be clear – yet if there were ever a time to consider breaking out of the routine and the conventional, it would be now.

Best wishes,
The Catalyst Europe AG Team

Latest Catalyst Member Benchmarking results published

On 30 September Catalyst released the 2008 Catalyst Member Benchmarking Report, the annual assessment of the scope of diversity and inclusion programs, policies and initiatives of participating Catalyst members. This year’s global survey – with increased coverage in Europe and Asia – focused on employee resource groups, such as networks and affinity groups. Apart from the eye-opening workforce statistics and analysis of cutting-edge issues, Catalyst member participants can also access the online Catalyst Member Benchmarking Tool for customized comparisons with other participants, industry peers and Catalyst Award winners. Please click here for an online Benchmarking demo or contact us to learn more about the benefits of Catalyst membership.

Date set for Catalyst European talent management report

The anticipated second part of the Catalyst Global Talent Management study, with its exclusive focus on the needs of Europe-based organizations, will be published on 10 November. The first part of the report, Leaders in a Global Economy – Finding the Right Fit for Top Talent, was the cornerstone of the inaugural Catalyst Europe AG Regional Symposium, held this past August. Stay tuned for details.

Catalyst themed research to shed light on financial sector

Catalyst Europe symposium examines culture and the workplace

Catalyst Europe expands advisory board

Catalyst Europe enjoys virtual member event on global talent management

Legislation a rich discussion topic at conference

Media Corner: Continued interest in the “values gap”

Catalyst Corporate Sponsorship: New Gender Stereotypes Toolkit

Further to our extensive, culturally-specific research on the prevalence of gender-based stereotyping in the workplace and its effects on women’s advancement, Catalyst is in the process of developing an innovative tool aimed at putting the learning into action -- one organization at a time. The Catalyst Gender Stereotypes Toolkit will feature a Microsoft Excel-based Stereotype Risk Assessment Tool that enables practitioners to identify which talent management practices decrease or increase women’s risk of experiencing stereotypic bias, and which are most vulnerable to the distorting effects of stereotyping. A practical guide to reducing the identified risk factors and practices will also be part of this strategic learning tool. If you are interested in corporate sponsorship, we invite you to contact us.

Catalyst Europe “Live Thinking” Series: Women’s networks (Zurich)

“Core Catalyst” Series: Catalyst Awards process (London)

Workshop: Forging new perspectives on women’s leadership (Zurich)

Call for input: Practices-in-Motion

Global membership: Big picture, regional relevance

With cutting-edge research that explores timely themes – global, region- and sector-specific – Catalyst offers a unique level of coverage and expertise for global members, such as United States Steel Corporation. Feel free to contact us for more information about the full benefits of Catalyst global membership.

Practitioner’s Perspective – Tough times and talent management

“Depending on how integrated talent management and diversity and inclusion (D&I) are in the strategic fabric of a company, the impact of the financial crisis may well affect a company’s approach to both. As the ‘purse strings’ need to be pulled in, all resources come under scrutiny. The so-called non-essential programmes are delayed and every area is required to streamline. As a result, in as much as talent management and D&I are seen and implemented as initiatives which are separate from the company’s strategic agenda, they will be hit by the current situation.

If, however, talent management and D&I are positioned and integrated as key enablers to deliver on the company strategy, and are seen as an ongoing day-to-day activity, they will be able to weather tough times. Even – or especially – in the toughest of times, organizations form, people develop and staffing decisions are made. Strategic thinking about talent management should be integrated into all people-related processes, be it hiring, succession and staffing planning, leadership identification or compensation. Fundamentally, the philosophy does not need to change, even if a company may hire less and put more expensive (external) development programmes on hold. Companies can also continue to build momentum and create cultural change without ‘big splash’ events, but in smaller conversations and through creative, more cost-efficient action. Continuing to communicate the strategic direction of talent management and D&I practises, to and at all levels, is also essential. Without it there is a higher risk of losing employee and management engagement, and eroding the foundation that was built in better times.”

Davida Johnson is Global Business Vice President Styrenics with The Dow Chemical Company. With Dow for over 25 years, she was a founding member of the internal Global and European Women’s Innovation Network, and served on the strategy boards of both. Davida currently chairs the Catalyst Europe AG Advisory Board.
Gabriele Youd leads Diversity and Inclusion and Talent Management for Dow in Europe. With 18 years of experience with Dow in Talent Management and HR generalist positions, she has held positions in Europe and the US.

Double-Take – Looking closer at the so-called generation gap

Much is made today about generational differences in the workplace, and age is often identified as a definitive – even default – driver of organizational change. Yet recent Catalyst global research indicates that seniority (leadership level) is more important than age in understanding the differences in values between senior and pipeline leaders. Pipeline leaders, for example, rank having a good fit between life on and off the job considerably higher than senior leaders, which helps to explain why perspectives on work-life issues may vary greatly. For more about the first part of the Catalyst Global Talent Management study, please click here.