Creating a fairness, inclusion, and talent charter

In these changing and challenging times, organizations — especially those in the United States or with US operations — are striving to adapt to the moment without losing focus on building the inclusive workplaces they know are necessary for long-term success.

Leaders recognize the risks of retreating from efforts to create a fair workplace for all talent, including adverse impacts on employees, customers, reputation, innovation, market growth, stakeholder trust, and organizational culture.

Catalyst research conducted in partnership with the Meltzer Center for Diversity, Inclusion, and Belonging at NYU’s School of Law, reveals that there is a troubling disconnect between how leaders and employees perceive the actions that organizations are taking. While the majority of leaders see their organizational strategy as one of small rebranding shifts, employees perceive those shifts as a substantive retreat. This gap can undermine even the best strategy and may escalate harm to the organization’s reputation and talent. To overcome this challenge, organizations must take steps to better articulate the relationship between their values and their actions. Catalyst recommends doing so with a fairness, inclusion, and talent charter, a powerful communication tool that is the single source of truth of your inclusion values, presents your path forward, and authentically reflects your unique culture and goals.

How to cite: Troiano, E. V. & Pollack, A. (2025). Creating a fairness, inclusion, and talent charter. Catalyst.