August 2016

C-News: August 2016
If You Can’t Stand the Heat…
Well, we all know the end to that saying, but this issue of C-News has nothing to do with the kitchen. With summer still beating down on most of us, we thought we’d turn up the heat on hot topics in the news affecting women and people of color/visible minorities. And of course, give you some ways to inform yourself and others on these issues so you can help move the needle toward equality.
If You Can’t Stand the Heat…
Shattering the Glass CeilingShattering the Glass Ceiling

Regardless of our political leanings, we must acknowledge that Hillary Clinton’s nomination by a major political party for President of the United States is historic. Yes, Victoria Woodhull was the first woman to run for President in 1872, but she ran under the Equal Rights Party, a minor party supporting equal rights for women and women’s suffrage. And while Clinton’s nomination certainly shatters the glass ceiling, clearly we still have a long way to go toward parity. Here are thoughts on this milestone from our own President & CEO Deborah Gillis.

Acknowledge DifferencesAcknowledge Differences

“If we cannot talk honestly and openly not just in the comfort of our own circles, but with those who look different than us or bring a different perspective, then we will never break this dangerous cycle. In the end, it's not about finding policies that work; it’s about forging consensus, and fighting cynicism, and finding the will to make change.”—President Obama

Being a people manager can be challenging. Managing people who are different than you can be even more so. Our report, Building Trust Between Managers and Diverse Women Direct Reports, showed that:

  • Diverse women’s disclosure with their white male managers is lower than white women’s.
  • White male managers may overestimate the level of trust in relationships with diverse women direct reports.

In fact, trust is better established when the conditions that create and support psychological safety are present. This is when great things happen, like unlocking innovation as this report and infographic both show.

But with organization-wide efforts, barriers to building trust can be overcome in relationships between white male managers and diverse women direct reports.

It Takes EACH of us in MumbaiIt Takes EACH of us in Mumbai

Join Catalyst for D&I Logues on September 29, 2016. In addition to an exciting leader to leader conversation between Deborah Gillis, President & CEO, Catalyst, and the iconic leader, Dr. NS Rajan, Group Chief Human Resources Officer and Member of the Group Executive Council, Tata Sons, the event will explore individual and organizational approaches that have intentionally made change through the four leadership behaviors that Catalyst has linked to workplace cultures of inclusion, team citizenship, and employee innovation. We call them the EACH Behaviors: E = Empowerment, A = Accountability, C = Courage, and H = Humility. View the full agenda and register for the event today!

Putting Inclusion to WorkPutting Inclusion to Work

Because inclusion is so vital for success, on June 28 Catalyst held its first business conference in Japan, Beyond Women’s Advancement: Diversity and Inclusion as a Business Strategy—Solutions Summit Featuring the Catalyst Award. The conference included representatives from Gap Japan K.K. who discussed effective inclusion strategies and detailed their 2016 Catalyst Award-winning initiative, Women and Opportunity. It also featured conversations on issues faced by companies in Japan today and key learnings from breakthrough case studies. Thank you to our Partner: Nikkei; Gold Sponsor: Takeda; and Silver Sponsors: Johnson & Johnson, McDonald’s, The Boston Consulting Group and Brown Brothers Harriman.

Be a Man who Advocates for WomenBe a Man who Advocates for Women

“Every day girls and women are denied the opportunity to advance through the workplace ranks due to systematic and structural constraints that directly benefit men through a twisted system of male protectionism. Some people have said that women choose to opt out of moving up the career ladder by “leaning out”…but I'll put it more bluntly: women are being “blocked out” by ill-informed men, and it needs to stop.” This powerful post from Bernard C. Coleman III, the Chief Diversity & Human Resources Officer at Hillary for America, highlights a few simple tips men can take to ensure progress is being made.

Be an Ally for AllBe an Ally for All

Many of us are accepting of and friends with members of minority communities. This could be LGBTQ people, disabled people, people of color, etc. But how many of us go a step further to advocate for them? Here’s an explanation of the difference between an ally and an advocate. And here’s how to truly be more than a silent majority.

Upcoming Events
August 2-3
MARC Leaders Workshop: Engaging Men As Change Agents
August 10
Sustaining the Momentum of D&I Initiatives
August 17
Catalyst Supporter Benefits/Virtual Tour of Catalyst’s Website
August 18
Revealing the Real Millennials
See more events
Catalyzing Blog
Catalyst Australia
Catalyst Canada
Catalyst Europe
Catalyst India WRC
Catalyst Japan
Subscribe to This Email
 “Equity” according to an Orange is the New Black actress    What does it mean to be an Ally?    A true milestone in politics 
ico-facebook-2   ico-twitter-2   ico-linkedin-2   ico-youtube-2   ico-zingme-2   Instagram
© 2016 Catalyst • 120 Wall Street, New York, New York, 10005 • Unsubscribe