Research
Catalyst research is the foundation of all our solutions for creating equitable workplaces. We examine today’s work environments and employees’ experiences in them. We track representation of women in corporate leadership and determine the root causes of gender gaps. We use fact-based, scientific methods—including longitudinal panels and large-scale field studies—to explore barriers and measure success. Whether you’re looking for numbers, ideas, or solutions, Catalyst has what you need. It’s why Catalyst is the most-trusted resource for knowledge on gender and inclusive leadership in the business.
Results
Menopause in the Workplace (Topic Overview)
When people experiencing menopause are not adequately supported, they may feel and/or be excluded from leadership, leading to attrition.
Latinx Women Looking Ahead — Lessons Learned From Pioneering Women in Pay Equity (Webinar Recording)
Learn what Latina advocates for women at work are doing and what women can do today to demand more.
Gender Partnership: What, Why, How (Tool)
This tool explains what gender partnership is, why it's important for people of all genders, and how to implement this strategy.
Benevolent Sexism: Flip the Script (Infographic)
Have you ever tried to defend a woman coworker? You may have unintentionally sabotaged her instead. Learn about benevolent sexism.
Allyship in the Workplace: Building Community with Inclusive Practices in Times of Crisis
Learn how allyship can serve as the impetus for connecting across differences, while creating a sustainable, inclusive work environment.
Women in the Workforce: United States (Quick Take)
Data overview of American women at all levels of the workforce, updated to reflect changes during Covid-19 pandemic.
Women in the Workforce: India (Quick Take)
An overview of working women in India, including stats on demographics, education, and diversity.
Women in Science, Technology, Engineering, and Mathematics (STEM) (Quick Take)
Data and sources for women in STEM industries in Australia, Canada, Europe, India, Japan, and the United States.
STEM: Ask Catalyst Express
Data and credible resources on how STEM (science, technology, engineering, and math) organizations can attract, promote, recruit, and retain women.
Sponsorship and Mentoring: Ask Catalyst Express
Understand the difference between role models, coaches, mentors, and sponsors with data and resources on mentorship and sponsoring women in organizations.
Employee Resource Groups (ERGs): Ask Catalyst Express
Data and resources for building beneficial and effective Employee Resource Groups (ERGs) for employees and their organizations.
The World’s First Gender Data Tool, Raising Transparency in Investing (Roundtable Recording)
Discover the world’s first gender data tool, which shows the gender composition of top executive teams.
Men Interrupting Sexism: A View from 12 Countries
What can organizations do to help men become better partners in the struggle against workplace sexism?
How To Tackle Negative Workplace Climates (Tool)
Learn to identify the symptoms of three negative organizational conditions found to impact men’s decisions not to interrupt sexism.
The Risks of Performative Policies (Report)
This report is a wake-up call for CEOs as employers continue to face high turnover via the Great Resignation.
Forging the Path to True Workplace Inclusion for LGBTQ+ Employees (Webinar Recording)
Speakers will share their lived experiences, teach best practices from their organization, and discuss actionable steps for LGBTQ+ progress.
5 Strategies to Promote Inclusion (Tool)
An important part of managing a team is making each member feel included. With this tool, you’ll learn how.
Women in Energy (Quick Take)
A statistical overview of women working in the male-dominated energy industry—including mining, gas, and oil—globally, in Canada, and in the United States.
LGBTQ+ Workplace Issues (Quick Take)
Find the statistics you need regarding LGBT populations around the world and their work environments.
Understanding Unconscious Bias: Ask Catalyst Express
Resources for employees to interrupt their own biases.