Catalyst Resources and Research
Globally, the corporate landscape is shifting with more people across different racial, ethnic, and cultural groups interacting in the workplace. Projections indicate that Latina, Asian, and African American women will make up 53% of the United States female population by 2050,1 and, similarly, visible minority women are expected to comprise 31% of females in Canada by 2031.2 With representation in over 90 countries,3 indigenous women are also part of the shifting demographic landscape. Yet scholarly research indicates that Latina, Asian, and African American women are least likely to benefit from corporate initiatives to close gender gaps.4 5 Organizations that find ways to include all available talent not only enhance opportunities for their talent, but also maximize their own potential for growth and innovation.
Learn more from Catalyst research and solutions below.
- Day-to-Day Experiences of Emotional Tax Among Women and Men of Color in the Workplace
- Emotional Tax: How Black Women And Men Pay More At Work And How Leaders Can Take Action (ABC television interview on findings: Here and Now)
- Building Trust Between Managers and Diverse Women Direct Reports
- Feeling Different: Being the “Other” in US Workplaces
- Inclusive Leadership: The View From Six Countries
- Buying Power: People of Color in the US
- Be Inclusive Every Day
- The Diversity Dividend: Women of Color
- Inclusion Matters
- How to Combat Unconscious Bias as an Individual
- It’s Not Easy Feeling Different
- Still Too Few: Women of Color on Boards
- Flip the Script: Women in the Workplace
- Engaging In Conversations About Gender, Race, And Ethnicity In The Workplace
- Conversation Ground Rules
- Flip The Script: Race & Ethnicity In The Workplace
- Building Trust Between Managers And Diverse Women Direct Reports: Recommendations For Human Resources Departments, Managers, And Individuals
- First Step: Women in the World
- CatalystX Course: Communication Skills for Bridging Divides
- Catalyzing Blog Post: What Does It Mean When Corporate America Takes A Stand Against Racism?
- Catalyzing Blog Post: Sexual Harassment and Women of Color
- Catalyzing Blog Post: Men of Color at Work: If These Stories Surprise You, You Haven’t Been Listening*
- Catalyzing Blog Post: Becoming an Authentic Leader: A Toolbox for Professionals of Color
- Catalyzing Blog Post: Press Play: Four Podcasts Women of Color Should Listen To
- Catalyzing Blog Post: Ask Deborah: How Do We Change the “Picture” for Women of Color?
- Catalyzing Blog Post: Rising to the Top: The Importance of Resources for Women of Color
- Catalyzing Blog Post: Taking Down the Confederate Flag and Other Small Wins
- Catalyst in the News: Being the ‘Other’: How Othering Holds Women of Color Back
Catalyst Is Creating Solutions For You
Creating inclusion across gender, race, and ethnicity requires solutions that challenge thinking and inspire action. Catalyst helps organizations build solutions attuned to current realities, that remedy inequities and create inclusive work climates where people across gender, race, and ethnicity can thrive and succeed. We invite you to join the conversation by sharing your ideas here.
Catalyst’s Research Collective
Catalyst values the opportunity to partner with, brainstorm with, and learn from you! Our longitudinal study of gender, race, and ethnicity in the workplace tracks a large group of survey respondents called the Research Collective. Individuals who become part of the Research Collective provide first-hand insights into the challenges and opportunities related to achieving inclusion for women and men of racial and ethnic backgrounds including Asian, Black, Latinx, Indigenous, ethnic minority, multiethnic, and visible minority. Members of the Research Collective will receive occasional invitations to participate in Catalyst surveys. All participant data will be kept strictly confidential, and no personally identifying information will be included in any report.
Catalyst’s Consulting Services is well versed in issues pertaining to inclusion across gender, race, and ethnicity in the workplace. We provide our clients with expertise derived from Catalyst’s knowledge base and our Consulting team's 20-plus year history of successful change initiatives. Our engagements are tailored to meet the needs of individual clients. Among other topics, we can support program development aimed at strengthening relationships between racially/ethnically diverse women and their managers; grooming women in the pipeline to leadership positions; increased commitment of managers to development of racially/ethnically diverse women; and engagement of senior leaders in supporting/sponsoring the career development of high-potential racially/ethnically diverse women. Catalyst Consulting Services also offers half-day workshops on topics germane to inclusion across gender, race, and ethnicity, on unconscious bias, building a business case for diversity and inclusion, and developing a diversity and inclusion strategy for sustainable cultural change.
Contact Katherine Giscombe, PhD, for more information.
- 1. U.S. Census Bureau, “Table 10. Projections of the Population by Sex, Hispanic Origin, and Race for the United States: 2015 to 2060,” Population Projections (2014).
- 2. Covadonga Robles Urquijo and Anne Mila, “Female Population,” Women in Canada: A Gender-Based Statistical Report (July, 2011).
- 3. United Nations Economic and Social Council, Twenty-Year Review of the Beijing Declaration and Platform for Action and Beyond: A Framework to Advance Indigenous Women’s Issues, (February 4, 2015).
- 4. Katherine Giscombe, Navigating Organizational Cultures: A Guide for Diverse Women and Their Managers (Catalyst, 2011): p.2-3, 10.
- 5. Katherine Giscombe, Women of Color in Accounting—Women of Color in Professional Services Series (Catalyst, 2008): p. 15.