Diversity Matters

Leverage Diversity to be More Successful

Increasing diversity and inclusion in organizations is not about “doing the right thing”—it is essential to the success of organizations. Catalyst helps organizations build the business case for diversity and inclusion, starting with Why Diversity Matters, which summarizes the current research on how diversity affects businesses and leadership.

It Pays to be Inclusive…Literally

Catalyst’s report, The Bottom Line: Corporate Performance and Women’s Representation on Boards, found that Fortune 500 companies with the highest representation of women board directors attained significantly higher financial performance than those with the lowest representation. In other words, having diversity up top leads to more profit overall. Our report also found higher financial performance for companies with higher representation of women board directors in three important measures:

  • Return on Equity: On average, companies with the highest percentages of women board directors outperformed those with the least by 53 percent.

  • Return on Sales: On average, companies with the highest percentages of women board directors outperformed those with the least by 42 percent.

  • Return on Invested Capital: On average, companies with the highest percentages of women board directors outperformed those with the least by 66 percent.

Diversity Needs Inclusion to Work

These Catalyzing blog posts discuss how women in India and Japan can and should be added to the workforce in order to bolster the economy and talent pool.

Recent Catalyst research further expands on the notion of inclusion when it comes to women in Australia and India.   

Inclusion Includes Everybody

Women of Color

Discussions of otherness and inclusion must involve women of color, including African-American women, Latinas, and Asian women, who will make up 53% of the female population of the United States by 2050.

This year, Catalyst hosted its first-ever Women of Color Summit. The event convened global thought leaders in academia, business, and policy to share ideas and solutions for advancing women of color, visible minority women, and indigenous women in the workplace. The two-day Summit provided an opportunity to tap into the best of our collective knowledge and experience to dispel misconceptions about the roadblocks to change, build on bright spots, and set a vision and agenda for future research and solutions that work in the 21st-century workplace and beyond. Catalyst intends to use insights and lessons learned to further the dialogue, devise a new research agenda, and ultimately expand opportunities for women of color in business.

Download some of our latest Women of Color knowledge products for more detail:

Click here for a full resource listing and highlights of Catalyst work focused on women of color.


Sexual orientation, gender identity, and gender expression—not to be confused with sexual activity or behavior—are personal characteristics that everyone has. Including LGBTQI employees is a vital component of a comprehensive diversity and inclusion strategy.  Find out how to better recruit, retain, develop, and advance LGBTQI employees to help your organization compete effectively for talent, minimize attrition costs, and better access LGBTQI consumer markets.

Using these reports and tools, organizations can move discourse beyond anti-discrimination policies to everyday issues facing LGBTQI employees:

For Catalyst Members: