Julie S. Nugent examines organizational diversity efforts, change models, career experiences and perceptions of women and men professionals across various levels and industries. As Vice President and Center Leader of the Catalyst Research Center for Corporate Practice, Julie distinguishes sound talent management strategies from programmatic fads and documents the best practices. In her position, she leads multiple groups in evaluating global corporate and professional strategies to advance diversity, inclusion, and business results. Julie plays an integral role in developing strategies and implementing milestones for the Center. Her work also consists of investigating and researching organization-specific diversity programs and workplace environments and providing actionable recommendations.
Julie frequently speaks to corporate and public audiences and the media on topics including women’s leadership and advancement, mentoring, diversity and inclusion strategies, LGBT inclusion, and the Catalyst Award, which she chaired for over six years. She has authored numerous external book chapters as well as many Catalyst publications, including a suite of company practices and Catalyst Award-winning initiatives; Making Mentoring Work and related tools; and Global Lesbian, Gay, Bisexual, and Transgender Inclusion: Advocating Change Across Contexts.
In addition to her extensive consulting, research, and public speaking experience, Julie taught a course on gender in the workplace as a former Adjunct Assistant Professor at New York University’s Robert F. Wagner School of Public Service. Julie holds her MA in Industrial/Organizational Psychology from New York University and received her BA in Psychology and English from Ohio University, where she graduated with top honors.
Julie S.'s Latest Work
This webinar highlighted what organizations can do to build sponsorships and tips to identify, develop, and sustain sponsorship programs globally.
Learn how to acknowledge—and work through—roadblocks (i.e., beliefs, attitudes, or experiences) that can stifle conversations.
What does inclusion look and feel like to you? How about to your colleagues?