Catalyst: Press Releases

Catalyst Honors Initiatives at Commonwealth Bank of Australia and Sodexo with the 2012 Catalyst Award

Tue, 24 Jan 2012 00:00:00 -0500

NEW YORK (January 24, 2012)—Catalyst announces that initiatives from Commonwealth Bank of Australia and Sodexo are the recipients of the 2012 Catalyst Award. Catalyst will honor these groundbreaking initiatives at its 50th anniversary celebration, beginning with a special two-day conference on Wednesday, March 28, 2012, and Thursday, March 29, 2012, and culminating with the gala Catalyst Awards Dinner on the evening of March 29. This anniversary represents a significant milestone: Catalyst’s 50 years of leadership to expand opportunities for women and business.

“This year’s 50th anniversary celebration recognizes Catalyst’s unique contribution to women’s progress in the workplace over the last five decades and anticipates the positive impact women’s leadership will have on the world in decades to come,” said Ilene H. Lang, President and Chief Executive Officer of Catalyst. “The pioneering initiatives we honor with the Catalyst Award affect businesses and employees’ lives, but their influence also extends beyond corporate walls to families, communities, and economies worldwide. Clearly, what’s good for women is good for men, business, and society.”

James S. Turley, Chairman and CEO of Ernst & Young LLP and Chairman of the Catalyst Board of Directors, will chair the Dinner. The CEOs of many leading global organizations and more than 2,000 corporate leaders will be in attendance. The festivities will take place at The Waldorf=Astoria in New York.

Since 1987, Catalyst has honored exceptional business initiatives that advance women in the workplace with the Catalyst Award, which embodies Catalyst’s vision of “Changing workplaces. Changing lives.” This year’s Award-winning initiatives share a laser-like focus on the business case for women’s advancement and include:

A cutting-edge initiative from one of Australia’s largest financial services organizations, which has transformed its culture and provides many opportunities for its women and diverse employees to excel.
A strategic initiative from a food and facilities management services company that advances employees, including women, and clients through multi-pronged diversity and inclusion strategies.

Commonwealth Bank of Australia (CBA)’s initiative, Opening the Door for Gender Diversity, seeks to increase the number of women in senior leadership positions through a variety of strategies and programs aimed at breaking down barriers women and diverse populations often face in the workplace. Unique programs include mandatory and in-depth unconscious bias training for all senior leaders, a rigorous talent review process, and a progressive approach to building a flexible workplace. Because of CBA’s strong support for flexibility, the proportion of employees who state they work flexibly (formally and informally) has increased from 35 percent in 2008 to 41 percent in 2011. Strong metrics and results reinforce the power of this initiative; women’s representation in executive manager and above roles has increased from 21 percent in 2005 to 29 percent in 2011, and the percentage of women on the board of directors also increased from 20 percent to 27 percent.

Sodexo’s initiative, Making Every Day Count: Driving Business Success Through the Employee Experience, is a systemic strategy to provide the tools, resources, and support necessary to ensure success of all employees, including women. A host of professional development programs present opportunities to share diversity lessons with staff and clients, provide training to different employee populations, and develop connections through strategic networking and robust mentoring. For example, Sodexo’s IMPACT mentoring program, which connects employees across client sites, has resulted in a demonstrable improvement in women’s careers: 30 percent of women who participated in IMPACT received a promotion. The strategic nature of this initiative has led to strong results; from 2003 to 2010, women’s share of positions in the executive pipeline increased from 23 percent to 33 percent, with racially/ethnically diverse women’s share increasing from 6 percent to 9 percent.

The prestige of winning the Catalyst Award, rooted in its rigorous criteria and year-long evaluation process, continues to grow. The Award-winning initiatives are assessed against a robust set of criteria, including business rationale, senior leadership support, accountability, communication, employee engagement, innovation, and measurable results.

Catalyst believes that showcasing best-in-class initiatives is vital to women’s progress in the corporate world. This year’s Award-winning initiatives provide valuable models for companies wishing to transform society, increase sustainability, and potentially improve their bottom lines by creating opportunities for women to advance. This year’s Catalyst Awards Conference is sponsored by The Coca-Cola Company and Walmart; this year’s Dinner is sponsored by PepsiCo, Inc. and Shell Oil Company.

ABOUT CATALYST
Founded in 1962, Catalyst is the leading nonprofit membership organization expanding opportunities for women and business. With offices in the United States, Canada, Europe, and India, and more than 500 preeminent corporations as members, Catalyst is the trusted resource for research, information, and advice about women at work. Catalyst annually honors exemplary organizational initiatives that promote women's advancement with the Catalyst Award.

ABOUT THE CATALYST AWARD
The Catalyst Award annually honors innovative organizational approaches with proven, measurable results that address the recruitment, development, and advancement of all women, including diverse women. Catalyst’s rigorous, year-long examination of initiatives culminates in intensive on-site evaluations at select organizations. By recognizing, sharing, and celebrating successful initiatives, Catalyst provides models for creating initiatives that are good for women and good for business.

ABOUT COMMONWEALTH BANK OF AUSTRALIA
The Commonwealth Bank is Australia’s leading provider of integrated financial services including retail banking, premium banking, business banking, institutional banking, funds management, superannuation, insurance, investment and sharebroking products and services. The Commonwealth Bank Group is one of the largest listed companies on the Australian Stock Exchange and is included in the Morgan Stanley Capital Global Index.

The Commonwealth Bank brand is the most recognised brand in the Australian financial services industry, with the largest customer base of any Australian bank. The business is established in Australia, New Zealand, Europe and Asia-Pacific region.

With over 52,000 people in the Group and the largest financial services distribution network in Australia, the Group shares a vision to be Australia’s finest financial services organization through excelling in customer service.

ABOUT SODEXO
Sodexo is a world leader in Quality of Daily Life Solutions. Quality of Life plays an important role in the progress of individuals and the performance of organizations. Based on this conviction, Sodexo acts as the strategic partner for companies and institutions that place a premium on performance and employee well-being, as it has since Pierre Bellon founded the company in 1966. Sharing the same passion for service, Sodexo’s 391,000 employees in 80 countries design, manage and deliver an unrivaled array of On-site Service Solutions and Motivation Solutions. Sodexo has created a new form of service business that contributes to the fulfillment of its employees and the economic, social and environmental development of the communities, regions and countries in which it operates.

No News Is Bad News: Women's Leadership Still Stalled in Corporate America

Wed, 14 Dec 2011 00:00:00 -0500

NEW YORK (December 14, 2011)―No news is usually good news, but not when it comes to leadership opportunities for women in corporate America. According to the 2011 Catalyst Census: Fortune 500 Women Board Directors, Executive Officers and Top Earners and prior Catalyst Censuses, women have made no significant gains in the last year and are no further along the corporate ladder than they were six years ago:

Women held 16.1% of board seats in 2011, compared to 15.7% in 2010.
Less than one-fifth of companies had 25% or more women board directors.
About one in ten companies had no women serving on their boards.
Women of color still held only 3% of corporate board seats.
Women held 14.1% of Executive Officer positions in 2011, compared to 14.4% in 2010.
Women held only 7.5% of Executive Officer top-earner positions in 2011, while men accounted for 92.5% of top earners.
Less than one in five companies had 25% or more women Executive Officers and more than one-quarter had zero.

Another new Catalyst release, The Bottom Line: Corporate Performance and Women’s Representation on Boards (2004–2008), indicates that sustained gender diversity in the boardroom correlates with better corporate performance―and not by just a little. Companies with three or more women board directors in four of five years, on average, outperformed companies with zero women board directors―by 84% return on sales, 60% return on invested capital, and 46% return on equity.

“Companies have much to gain by defying assumptions and taking action to advance talented women. In light of yet another Catalyst study demonstrating the powerful correlation between increased women’s leadership and better business performance, continued obstacles to progress make no sense,” said Ilene H. Lang, President & CEO, Catalyst.

Prior Catalyst research also reveals that advancing women to leadership positions is good for women and good for business:

Catalyst believes that companies have a unique opportunity to enable talented women to advance and contribute. Suggested steps include:

Setting business targets with accountability―demographics demand, and businesses can potentially profit from, women’s leadership.
Asking if the skills, knowledge, and experience of employees are evaluated differently depending on a candidate's gender―Catalyst research shows that men reap the benefits of certain career advancement strategies, while women do not. Catalyst research reveals that women MBAs start at lower positions and salaries and do not catch up to their male colleagues, which disadvantages them and their employers. Catalyst research also shows that women don’t receive the sponsorship of highly influential individuals, which our research indicates is critical for advancement.
Checking if the “think-leader-think-male” default is still alive and well―Catalyst research has demonstrated that gender-based stereotyping is embedded (often unintentionally) in the very talent management systems designed to cultivate an organization’s best talent.
Determining whether persistent myths are still in play. For example, Catalyst research shows that women do not prefer a slower track and that they do use career advancement strategies similar to those employed by men, yet they don’t get the same payoff.

“It’s what companies do—beyond commitment—that counts,” added Ms. Lang. “Particularly in today’s challenging economy, staying competitive in an increasingly global marketplace requires cultivating fresh perspectives and you don’t get that by perpetuating an ‘all of the same’ leadership model. Catalyst encourages organizations to step up and ensure that talented employees—regardless of gender—have opportunities to advance and contribute. It’s the smart thing and the right thing to do.”

ABOUT CATALYST 
Founded in 1962, Catalyst is the leading nonprofit membership organization expanding opportunities for women and business. With offices in the United States, Canada, Europe, and India, and more than 500 preeminent corporations as members, Catalyst is the trusted resource for research, information, and advice about women at work. Catalyst annually honors exemplary organizational initiatives that promote women's advancement with the Catalyst Award.

Catalyst Information Center Honored by Special Libraries Association as a Center of Excellence

Thu, 17 Nov 2011 00:00:00 -0500

NEW YORK (November 17, 2011) –The Catalyst Information Center (IC) is proud to be this year’s winner of the Special Libraries Association’s (SLA’s) tenth annual Centers of Excellence Award from the SLA’s Business & Finance Division in the Service Category. Catalyst is honored that its exceptional and dynamic Information Center has received such a prestigious award.

“Catalyst has set the global gold standard for providing accurate, up-to-date information and cutting-edge research on women and business to our 500-plus global members, as well as to media and experts worldwide,” said Jan Combopiano, Vice President and Chief Knowledge Officer. “Given the complex nature of the requests, Catalyst’s IC does not merely suggest where an answer might be found; our comprehensive services help the requestor reframe the question and zero in on the answer most relevant to their goals and organization.”

The IC was recognized for its outstanding customer-focused services, which emphasize fast, frequent delivery of crucial information, and contribute to Catalyst’s reputation as an indispensable resource. Some of the qualities for which Catalyst’s Information Center was specifically honored include:

Leadership. Each member of the IC plays a vital role, and its daily operations are effectively and efficiently managed by a virtual worker.
Strategic Planning. The IC is expanding its focus globally and enhancing its outreach with exciting new opportunities to serve Catalyst members worldwide.
Customer/User Focus. The IC is leading the way in ensuring that its products are user-friendly and its staff able to provide comprehensive and timely answers to a variety of requests.
Information and Analysis. The IC tracks its requests and the efficiency with which they’re handled, and analyzes the topics to guide product and service development.
Human Resources Focus. The IC is especially focused on acquiring, retaining, and advancing top talent.
Process Management. Collaboration is built into the IC’s request response system to ensure efficiency and hierarchy of service, as well as to categorize typology of request.
Service Results. The IC’s customers are consistently enthusiastic about its services.

The Centers of Excellence Awards were initiated by the SLA’s Business & Finance Division in 2001. The purpose of the COE Awards is to recognize the very best in library and information practices and highlight such practices for the benefit of organizations seeking to strengthen their own information services.

The Catalyst IC received this special honor on June 13, 2011. Previous COE Awards winners include the Verizon Information Research Network, The Science, Industry & Business Library of The New York Public Library, and National Geographic Society's Libraries and Information Services.

New Catalyst Study Links More Women Leaders to Greater Corporate Social Responsibility

Wed, 16 Nov 2011 00:00:00 -0500

NEW YORK (November 16, 2011) — A new study conducted by researchers at Catalyst and Harvard Business School (HBS) suggests that what’s good for women is good for business and also for society as a whole. According to Gender and Corporate Social Responsibility: It’s a Matter of Sustainability, companies with more women at the top may be better practitioners of corporate social responsibility (CSR). Prior Catalyst research has shown that such companies also financially outperform, on average, those with fewer women in senior leadership roles.

“Companies are realizing that advancing more women to senior leadership roles has many benefits, including increased financial performance and sustainability,” said Anabel Pérez, Senior Vice President, Development, Catalyst. “As this study shows, inclusive leadership has a positive influence on the quantity and quality of an organization’s CSR initiatives. When business leadership includes women, society wins.”

Catalyst and HBS researchers found that companies with more women board directors and corporate officers contributed significantly more charitable funds, on average, than companies with fewer or no women in senior roles:

In 2007, the average donations of companies with three or more women directors were 28 times higher than those of companies with no women directors.
Between 1997 and 2007, companies with more women board directors donated significantly more funds than did companies with fewer women—with each additional woman board director representing an increase of 2.3 million dollars.
Companies with 25% or more women corporate officers in 2007 made annual contributions that were 13 times higher than those made by companies with zero women corporate officers.
Companies with more women corporate officers donated significantly more funds between 1997 and 2007, and for each percentage point increase in women corporate officers, yearly donations increased by 5.7 million dollars.

These higher contribution levels are demonstrably linked to having more women in senior leadership roles, not merely to the size of a company’s budget:

Controlling for key factors that might influence donation levels, such as a company’s overall financial performance, size, and industry, the presence of women leaders still had a significant positive impact on a company’s levels of giving.
Studies have shown that women leaders may bring diverse perspectives on fairness and the distribution of resources to donation decisions, which may in turn broaden a company’s commitment to CSR and increase its levels of charitable giving.

This study also indicates that companies with more women leaders are not only more committed, on average, to corporate social responsibility—they may also be better at it, in the sense that such companies are likely to develop higher-quality CSR initiatives. Leaders who highlight gender issues in CSR strategies often position their organizations for sustained growth—a payoff that extends from the company to communities and to broader society.

James S. Turley to Chair 2012 Catalyst Awards Dinner Celebrating Catalyst’s 50th Anniversary; Denise Morrison and Maggie Wilderotter to Keynote 2012 Catalyst Awards Conference

Tue, 01 Nov 2011 00:00:00 -0400

NEW YORK (November 1, 2011) – Catalyst announced today that James S. Turley, Chairman & CEO of Ernst & Young LLP, will serve as Chair of the 2012 Catalyst Awards Dinner and Denise Morrison, President & CEO, Campbell Soup Company, and Maggie Wilderotter, Chairman & CEO, Frontier Communications Corporation, will be joint keynote speakers at the 2012 Catalyst Awards Conference. Ms. Morrison and Ms. Wilderotter are the first pair of sisters to lead Fortune 1000 companies. Catalyst President & CEO Ilene H. Lang will talk with them about what it took to scale the corporate ladder at these large public companies and the challenges and successes of advancing women.

The Dinner will be held on Thursday, March 29, 2012, and the Conference will be held on Wednesday, March 28, and Thursday, March 29, 2012, both at The Waldorf=Astoria in New York. They will celebrate Catalyst’s 50th anniversary by commemorating 50 years of expanding opportunities for women and business and honoring the 2012 Catalyst Award-winning initiatives to advance women in the corporate world.

“Under the superb leadership of Jim Turley, Ernst & Young has been at the very forefront of developing and advancing talented women,” said Ms. Lang. “As Chair of the Catalyst Board of Directors, Mr. Turley has also shown visionary leadership as we celebrate Catalyst’s 50 years of progress and look to the future.”

James S. Turley began his career with Ernst & Young in 1977 and has held a series of leadership positions throughout the firm. In 1998, he was named Metropolitan New York Area Managing Partner and Deputy Chairman in 2000. Mr. Turley became Chairman and CEO in July 2001 and now serves as senior advisory partner for many of Ernst & Young’s largest global clients. Ernst & Young is a global leader in assurance, tax, transaction, advisory services and strategic growth markets.

Denise Morrison was named President and Chief Executive Officer of Campbell Soup Company, a global manufacturer and marketer of high-quality consumer food products, on August 1, 2011, after her election as a Director of the company in 2010. Maggie Wilderotter became Chairman and CEO of Frontier Communications, one of the nation's largest independent providers of telecommunications services, on January 1, 2006, after joining the company as President and Chief Executive Officer and a member of the Board of Directors in 2004.

Each year, the Catalyst Award is presented to companies and firms with outstanding initiatives that produce measurable results in women’s career development and advancement and provide the business community with replicable practices that benefit both women and the companies they work for.

The 2012 Catalyst Awards Dinner is sponsored by PepsiCo, Inc. and Shell Oil Company. The Catalyst Awards Conference is sponsored by The Coca-Cola Company and Walmart.

Catalyst Canada Gala Pays Tribute to Champions

Tue, 18 Oct 2011 00:00:00 -0400

TORONTO (October 18, 2011)–In tribute to this year’s recipients of The Catalyst Canada Honours—Monique F. Leroux, Chair of the Board, President and CEO, Desjardins Group; Jennifer Tory, Regional President, Greater Toronto Region, RBC; and Michael Bach, Director of Diversity, Equity and Inclusion, KPMG LLP—Catalyst Canada will host a gala dinner tonight at the Fairmont Royal York Hotel in Toronto.

The Catalyst Canada Honours is a unique celebration of champions of women in corporate Canada. This year’s outstanding Champions demonstrate bold commitment, passion and results in advancing women within their organizations and in society at large. Ms. Leroux has implemented an unprecedented organizational restructuring at Desjardins, establishing ten multidisciplinary taskforces with equal numbers of women and men on each; Ms. Tory has worked continuously throughout her 30-plus year career to advance women and visible minorities at RBC and in her community; and Mr. Bach has, in his four years as Director, championed diversity at KPMG within Canada and on a global level.

"At Catalyst Canada, we believe that every person is in a rare position of influence—and that we can choose to exercise that influence on behalf of women in the Canadian workplace. One person can truly have an impact that changes workplaces and changes lives," said Deborah Gillis, Senior Vice President, Membership & Global Operations, Catalyst. "By celebrating the work of this year’s Champions, we hope to inspire future champions to step up and affirm the value of women’s leadership in corporate Canada."

Bill Downe, President & CEO, BMO Financial Group, and Chair of this year’s gala dinner, said, "We have a responsibility to promote the advancement of women in the workplace. It begins with mentoring, but it doesn’t end there. The men and women we are honouring have done and continue to do more. They use their influence to champion and promote equity through their active sponsorship—because it's what's fair. Celebrating their individual contributions makes corporate Canada stronger—and our customers expect nothing less."

Catalyst research has consistently demonstrated that championing women in business is not only good for women but for companies’ bottom lines as well. Our research indicates that when women are sponsored by champions who advocate on their behalf, it can lead to their advancement, and that companies with more women in leadership positions, on average, financially outperform those with fewer.

"Great organizations become so with great people. As Canada’s most international bank, Scotiabank recognizes the importance of attracting the broadest possible spectrum of talent," said Rick Waugh, President and CEO, Scotiabank, and Chair of the Catalyst Canada Advisory Board. "The evidence is clear: diversity generates more innovative thinking, better decision-making, and stronger business results."

The Catalyst Canada Honours celebrates extraordinary championship and the 2011 Champions specifically. As individuals and within their organizations, champions:

Commit themselves to change, using their influence to promote women to positions of leadership
Take responsibility for making the advancement of women a reality
Recognize women’s unique contributions to business leadership and create opportunities for them to fully utilize their talents
Understand how women’s advancement in business changes workplaces and changes lives

Catalyst Canada created The Catalyst Canada Honours to inspire a robust pipeline of women and men leaders who will sponsor, champion and promote the advancement of women in Canadian business, contributing to the overall sustainability and well-being of corporate Canada.

With a mission to create visible role models for Canada’s current and future leaders, The Catalyst Canada Honours recognizes a Company/Firm Leader, a Business Leader and a Human Resources/Diversity Leader who demonstrate exceptional leadership by advancing women in their organizations, industries and communities.

ABOUT THE CATALYST CANADA HONOURS
The Catalyst Canada Honours shares the rigour and prestige of the Catalyst Award, which Catalyst has presented since 1987 to business initiatives dedicated to advancing women’s progress in the corporate world. The Catalyst Canada Honours celebrates individual champions of women in business. Recognizing that what’s good for women is good for business, these exceptional individuals are personally and visibly committed to the advancement of women and serve as powerful role models for Canadian corporate leaders.

Champions are nominated and once applications are received, Catalyst Canada looks for clear indications of championship through leadership behaviours that have had a visible impact on the advancement of women both inside and outside their organization. The nomination process is supported by interviews with the nominees and references.

Le gala de Catalyst Canada célèbre les défenseurs des femmes.

Tue, 18 Oct 2011 00:00:00 -0400

MONTRÉAL (le 18 octobre 2011)–Catalyst Canada célébrera les lauréats des Prix honorifiques de Catalyst Canada [The Catalyst Canada Honours] (en anglais seulement) — Monique F. Leroux, présidente et chef de la direction du Mouvement Desjardins; Jennifer Tory, présidente régionale, région du grand Toronto, RBC; et Michael Bach, directeur, Diversité, équité et inclusion, KPMG LLP — lors d’un dîner de gala qui aura lieu ce soir à l’hôtel Fairmont Royal York de Toronto.

Les Prix honorifiques de Catalyst Canada sont une célébration unique des défenseurs des femmes au sein des entreprises canadiennes. Les brillants lauréats de cette année se sont engagés avec passion et succès à défendre l’avancement des femmes au sein de leur entreprise et de la société en général. Mme Leroux a procédé à une restructuration organisationnelle sans précédent chez Desjardins et a mis sur pied dix équipes de travail multidisciplinaires dotées d’un nombre égal d’hommes et de femmes; au cours de sa carrière de plus de 30 ans, Mme Tory a travaillé sans relâche à l’avancement des femmes et des minorités visibles à la RBC et dans sa collectivité; et M. Bach, au cours des quatre années où il a occupé le poste de directeur, a promu la diversité chez KPMG, tant au Canada, qu’à l’échelle mondiale.

« Chez Catalyst Canada, nous croyons que toute personne dispose d’un pouvoir d’influence exceptionnel — et que nous pouvons choisir d’exercer cette influence au nom des femmes actives dans le milieu du travail canadien. Toute personne peut en effet exercer une influence susceptible de changer son milieu de travail et d’influer sur des vies, affirme Deborah Gillis, vice-présidente principale, Services aux membres et Opérations internationales, Catalyst. En célébrant le travail des champions de cette année, nous espérons inspirer de futurs champions qui se lèveront et affirmeront les valeurs de leadership des femmes dans le milieu des affaires canadien. »

Bill Downe, président et chef de la direction, BMO Groupe financier, et président du dîner de gala de cette année, poursuit : « nous avons la responsabilité de promouvoir l’avancement des femmes au travail. Cette mission débute par le mentorat mais ne s’arrête pas là. Les hommes et les femmes que nous honorons ont fait bien davantage et poursuivent leur mission. Ils se servent de leur influence pour défendre et promouvoir l’équité par le biais d’un parrainage actif — car c’est ce qui est équitable. En célébrant leurs contributions, nous renforçons le monde des affaires canadien — et nos clients n’attendent rien de moins de nous. »

Les recherches de Catalyst ont toujours démontré que la promotion de l’avancement des femmes dans les affaires n’est pas seulement bonne pour les femmes, mais elle l’est aussi pour les résultats financiers des entreprises. Nos recherches indiquent que le parrainage des femmes par des champions qui les défendent peut mener à leur avancement et que les entreprises dont un plus grand nombre de postes de leadership sont occupés par des femmes obtiennent en moyenne de meilleurs résultats financiers que les autres entreprises.

« Ce sont les personnes exceptionnelles qui font les organisations exceptionnelles. En sa qualité de banque canadienne la plus présente à l’international, la Banque Scotia reconnaît l’importance d’attirer le plus large spectre de talents possible, affirme Rick Waugh, président et chef de la direction, Banque Scotia, et président du conseil consultatif de Catalyst Canada. Une chose est claire, la diversité génère des réflexions innovatrices, améliore la prise de décisions et produit de meilleurs résultats d’affaires. »

Les Prix honorifiques de Catalyst Canada célèbrent les défenseurs de l’avancement des femmes et les champions de 2011 en particulier. Individuellement et au sein de leur organisation, les champions :

s’engagent envers le changement en usant de leur influence pour promouvoir l’accès des femmes à des postes de leadership;
assument la responsabilité de faire de l’avancement des femmes une réalité;
reconnaissent les contributions exceptionnelles des femmes au leadership d’entreprise et suscitent pour elles des occasions d’utiliser leur plein potentiel;
comprennent comment l’avancement des femmes d’affaires change les milieux de travail et les vies.

Catalyst Canada a créé les Prix honorifiques de Catalyst Canada afin d’inciter les dirigeants d’entreprise, hommes et femmes, à favoriser, à encourager et à promouvoir l’avancement des femmes d’affaires canadiennes pour ainsi contribuer à la durabilité et au bien-être du milieu des affaires canadien.

Ayant pour mission de créer des modèles de rôle visibles pour les dirigeants canadiens présents et futurs, les Prix honorifiques de Catalyst Canada récompensent un dirigeant de société ou d’entreprise, une personnalité du monde des affaires et un dirigeant des ressources humaines ou de la diversité, qui se sont montrés actifs dans la promotion de l’avancement des femmes au sein de leur entreprise, de leur industrie et de la collectivité.

Pour de plus amples informations sur les Prix honorifiques de Catalyst Canada, y compris pour lire les profils des champions de cette année, veuillez visiter le site www.catalyst.org. Les représentants des médias sont priés d’adresser leurs demandes à Susan Nierenberg, 646-388-7744, snierenberg@catalyst.org. Au Québec et au Canada français, veuillez communiquer avec Ariane Tremblay, 514-861-1330, poste 226, atremblay@girafe-communications.com. À Toronto et au Canada anglais, veuillez communiquer avec Katherine Clark, 416-462-8773, poste 55, katherine.clark@cowanandcompany.net.

À PROPOS DE CATALYST
Fondé en 1962, Catalyst est le plus important organisme sans but lucratif voué au développement des opportunités pour les femmes et les entreprises. Établi aux Canada, aux États-Unis, en Europe et en Inde, et comptant plus de 500 grandes sociétés membres, Catalyst est une source fiable de recherches, d’informations et de consultations sur les femmes au travail.

À PROPOS DES PRIX HONORIFIQUES DE CATALYST CANADA
Les Prix honorifiques de Catalyst Canada partagent la rigueur et le prestige du Prix Catalyst que Catalyst décerne depuis 1987 à des initiatives d’affaires vouées à l’avancement des femmes dans le milieu des affaires. Les Prix honorifiques de Catalyst Canada célèbrent ceux et celles qui défendent l’avancement des femmes au sein des entreprises. Reconnaissant que ce qui est bon pour les femmes l’est aussi pour l’entreprise, ces défenseurs exceptionnels s’engagent personnellement et de manière visible à l’égard de l’avancement des femmes et s’affichent comme de puissants modèles de rôle pour les dirigeants d’entreprise canadiens.

Les champions sont mis en nomination et, après réception de leur inscription, Catalyst Canada recherche des exemples d’initiatives de leadership exceptionnelles ayant eu une incidence visible sur l’avancement des femmes à l’intérieur comme à l’extérieur de leur organisation. Le processus de nomination se fonde sur des entrevues avec les candidats et des lettres de référence.

Catalyst Study Explodes Myths About Why Women’s Careers Lag Men’s

Thu, 13 Oct 2011 00:00:00 -0400

NEW YORK (October 13, 2011)–Common wisdom about advancing in the workplace is straightforward: let your boss know you’re ready for that challenging assignment. Make your career ambitions and willingness to put in the requisite time and effort clear. Don’t just build a relationship with your boss; make sure to build one with your boss’ boss as well.

Sounds like good advice. But according to Catalyst’s latest report, The Myth of the Ideal Worker: Does Doing All the Right Things Really Get Women Ahead?, men benefit from these strategies far more than women.

In fact, this report, which studied high potentials in the executive pipeline, reveals that while "doing all the right things" to get ahead works well for men, being proactive did not provide as great an advantage for women.

"This study busts the myth that 'Women don't ask.' In fact, they do! But it doesn't get them very far. Men, by contrast, don't have to ask. What's wrong with this picture?" said Ilene H. Lang, President & CEO, Catalyst.

According to the report, which studied commonly used career strategies, the strategies adopted by high-potential women had little bearing on the rate at which they advanced to leadership. Conversely, men who applied the most proactive career strategies advanced further than other men.

Regardless of chosen career strategy, the study shows that men outpace women in rate of advancement and compensation growth—starting with a $4,600 gap in their first post-MBA jobs which widens to $31,258 mid-career, according to Catalyst’s 2008 survey. Key findings include:

Women seem to be paid for proven performance—women who changed jobs two or more times post-MBA earned $53,472 less than women who rose through the ranks at their first job.
In contrast, men seem to be paid for potential—men who had moved on from their first post-MBA job earned $13,743 more than those who stayed with their first employer.
Across all career profiles, men were more likely to reach senior executive/CEO positions than women; in the most proactive category, 21% of men advanced to leadership compared with 11% of women.

The report effectively explodes persistent gender gap myths that continue to hold women back:

Women DO “ask,” but asking doesn’t close the gender pay or position gap. After their first post-MBA jobs, there were no gender differences in whether or not high potentials negotiated for greater compensation (63% of women vs. 54% of men) or for a higher position when beginning their current job (19% of women vs. 17% of men). Even though these women negotiate for more when they change jobs, our research shows that women’s compensation growth was faster when they remained with the same employer, where they had proven performance, than when they started with a new employer, who paid based on potential.
Women are not seeking out slower career tracks. According to the study findings, women are less satisfied than men with their career growth. If women were intentionally seeking slower tracks, we would expect them to be as satisfied as men despite their slower advancement.
The same strategies don’t work equally well for men and women. Women must adopt strategies different from their male colleagues’ to advance their careers. When women were proactive in making their achievements known, they advanced further, increased their compensation growth, and were more satisfied with their careers. They also advanced further when they proactively networked with influential others. Making their achievements known did not impact men’s careers. Rather, gaining access to influential others also helped men advance, and indicating a willingness to work long hours and conducting external scans for other opportunities helped men increase their salaries.

Catalyst suggests that corporate leaders ask: To what extent are employees in our organizations advanced and compensated based on strategic career tactics versus skills and performance? How are people being coached to get ahead? Are assumptions being made that what worked for men in the past will work for women? And when women and men apply the same career strategies, are they being reacted to and evaluated differently?

According to Ms. Lang, "Just as individuals need to manage their careers effectively or risk lagging behind their peers, organizations must learn how to attract, develop, and retain high-potential women—or risk losing out to their competitors."

Chevron Corporation and Deutsche Bank AG sponsored The Myth of the Ideal Worker: Does Doing All the Right Things Really Get Women Ahead? at the Mentor Circle level.

Industry Trends Suggest Retaining Top Female Talent is Crucial to Bioscience

Thu, 15 Sep 2011 00:00:00 -0400

NEW YORK (September 15, 2011)—According to Catalyst's latest study, Checking the Pulse of Women in Bioscience: What Organizations Need to Know, bioscience organizations are at risk of losing top female talent which could negatively impact their success. The study features insights about emerging industry trends from experts in healthcare, pharmaceuticals, and academic medicine. The experts surveyed for this study emphasize how crucial it is for the bioscience industry to retain and advance talented women.

Trends identified in this report include: the rapid development of new technologies and medicines, especially in emerging economies; increasing pressure on governments to tighten healthcare budgets and regulations; greater investment in scientific research and higher education; the loss of younger scientists from the field; rapidly aging populations with ever-growing healthcare needs; and the challenge of balancing organizational priorities with meeting the career expectations of younger employees.

Because studies show that women make most household health care decisions and are earning advanced degrees at a greater rate than men in certain science sectors, their industry-wide underrepresentation in bioscience leadership roles presents a challenge for forward-looking organizations. More than half of the women we surveyed plan to leave their current company for a comparable company within the next six years; 75 percent plan to leave in the next ten years. Organizations that lose female talent stand to lose valuable insights and opportunities as well.

“The bioscience industry affects everyone in the world,” said Ilene H. Lang, President & Chief Executive Officer of Catalyst. “Losing talented women could negatively impact crucial research and health care decisions in the future. As industry shifts redefine what it takes to maintain a competitive advantage, smart organizations will implement strategies to attract and retain top talent.”

This research study reveals that women in the biosciences are determined to succeed but uncertain how to advance within their companies. Although 85% of the women surveyed were satisfied with their current employer and 94% were dedicated to making their organization successful:

From their first jobs and throughout their careers, women encounter significant gaps in salaries and promotions—despite the fact that they are now earning bioscience degrees in greater numbers than men.
The pay gap increases at higher levels of management.
Only 55% of women surveyed understand how their company identifies talent, which is crucial to career advancement.
Only 18% of pipeline women and 35% of senior women believe their managers keep them in the loop about new opportunities within their organizations.
Because there are too few female role models, sponsors and mentors in leadership positions, companies risk losing high-potential women to competitors.

Based on our findings, Catalyst recommends that companies wishing to maximize their success by retaining top female talent consider the following approaches:

Increase capacity. Managers and senior leaders need to be conscious of pay and promotion gaps, distribution of high-level assignments and access to career development programs. They should be trained to communicate regularly and effectively with direct reports.
Actively support relationship building. Employee surveys, internal resource groups and networking events are effective tools for fostering relationship-building between pipeline women and senior executives.
Hold managers and senior executives accountable. Performance goals and/or compensation rates should be included in direct reports' career development plans. Senior leaders and their teams should be held responsible for meeting diversity and inclusion targets.
Establish effective sponsorship and/or coaching opportunities. Metrics for evaluating the effectiveness of sponsorship/coaching programs must be developed and sponsors must be held accountable for creating career pathways for the high-potential employees they sponsor—especially when those employees are women.

Johnson & Johnson was the Lead Sponsor for this report; Pfizer Inc and The Karen Katen Foundation were Participating Sponsors; Genentech, Inc. was a Contributing Sponsor; and American Express Company, BMO Financial Group, Chevron Corporation, Credit Suisse, Deloitte LLP, Desjardins Group, Deutsche Bank AG, Ernst & Young LLP, Hewlett-Packard Company, IBM Corporation, KeyBank, McDonald’s Corporation, and UPS were Research Partners.

ABOUT CATALYST
Founded in 1962, Catalyst is the leading nonprofit membership organization expanding opportunities for women and business. With offices in the United States, Canada, and Europe, and more than 400 preeminent corporations as members, Catalyst is the trusted resource for research, information, and advice about women at work. Catalyst annually honors exemplary organizational initiatives that promote women’s advancement with the Catalyst Award.

Catalyst Study Shows Sponsorship is Key to Women’s Success

Wed, 17 Aug 2011 00:00:00 -0400

NEW YORK (August 17, 2011)—For women especially, it takes more than meeting expectations to get noticed in today's workplace. Female employees who work hard and play by the rules are often overlooked when it comes to plum assignments and big promotions. According to Sponsoring Women to Success, the latest in Catalyst’s groundbreaking series of reports on women and sponsorship, effective sponsorship is critical to accelerating a woman’s career—from getting her noticed by senior-level executives to being considered for her company’s top jobs.

Key findings of this report include:

Sponsorship matters, especially to women. “Good sponsors can supercharge a woman’s career by providing her with access to essential networks, bringing her achievements to the attention of senior-level executives, and recommending her for key assignments,” said Ilene H. Lang, President & CEO of Catalyst. “Effective sponsors also provide career coaching and guidance that enable protégés to make broader and more strategic contributions to their organizations.”

Previous research shows that women can be penalized for exhibiting self-promoting behavior considered acceptable in men but unappealing in women. Because good sponsors recognize and reward talented employees by speaking up on their behalf, sponsorship can help high-performing female employees subvert this double bind.

Sponsorship benefits sponsors, protégés and organizations. A protégé's career is clearly enhanced by a good relationship with a sponsor. But sponsors benefit too—by establishing reputations as discerning leaders invested in talent sustainability, as powerful contributors to their organization's success, by learning from employees at every level, and gaining leadership skills that can further enhance their own careers. Sponsors also reported a sense of satisfaction from actively supporting the careers of their most promising employees. Sponsorship benefits companies by creating more effective and committed teams and fostering a “pay it forward” mentality that makes employees feel valued and supported.

Senior-level executives must recognize sponsorship as a necessary component of good leadership. Executives should understand what good sponsorship entails and how to use their influence to advance high-performing employees’ careers, be vocal advocates for their protégés, and build a foundation of support that will ensure their protégés’ continued success in the organization. Executives can become sponsors by paying attention to high-performing employees at all levels of an organization, including those who may often go unnoticed.

There is no “silver bullet” for attracting the attention of a high-level sponsor. Sponsoring Women to Success reveals that sponsorship is earned. To attract sponsors, employees need to make their skills, strengths, and work known to colleagues as well as senior leaders. They must build reputations as flexible, collegial professionals who are consistently committed to their own career development.

Smart companies create environments where sponsorship thrives. Companies must explicitly and transparently communicate an expectation of sponsorship to their executives. “At Catalyst, we believe that sponsorship is something good leaders do,” noted Ms. Lang. “Companies that educate their employees about sponsorship, link it to talent management systems, and make it a hallmark of organizational strategy will reap tremendous rewards.”

Successful sponsorship is a win/win/win. Everyone wins when employees make their talents visible to executives, when executives truly invest in high-performing talent, and when companies foster an expectation and an environment in which sponsorship can flourish:

High-performing employees, particularly women, gain critical, career-accelerating experiences and advancement opportunities.
Sponsors receive valuable feedback from protégés and build reputational capital as leaders committed to building a robust pipeline of talent.
Organizations increase employee engagement, retention, talent development and the strength of the talent pipeline.

A companion tool to this report, Fostering Sponsorship Success Among High Performers and Leaders, offers additional information on how high-performing employees can attract sponsorship, and how senior leaders can become effective sponsors.

American Express Company and Deloitte LLP were the Executive Circle Sponsors of Sponsoring Women to Success.

ABOUT CATALYST
Founded in 1962, Catalyst is the leading nonprofit membership organization expanding opportunities for women and business. With offices in the United States, Canada, and Europe, and more than 400 preeminent corporations as members, Catalyst is the trusted resource for research, information, and advice about women at work. Catalyst annually honors exemplary organizational initiatives that promote women’s advancement with the Catalyst Award.