Frontline Employees Initiative
Catalyst is meeting the moment and broadening our focus to include women in frontline roles, so all women thrive.
What would it look like for women to thrive on their own terms and by their own definitions of success?
With that question in mind, Catalyst is taking an important next step in our strategy to create workplaces that work for women: We’re expanding our focus to include women in frontline roles.
While we’ve made great strides for women in office settings, there are still many women whose workplaces are simply not working for them.
The pandemic disproportionately impacted the frontline workforce, which also disproportionately includes women and marginalized racial and ethnic groups. They’re still feeling the effects. That’s why it’s urgent we ensure that all women can succeed in the workplace—including those working in frontline roles. It’s time to accelerate equity on all fronts so women thrive.
THE OPPORTUNITY
to the C-suite.
WHY?
The Frontline Employees Initiative is an important evolution stemming from what we have always known to be true—that improving the workplace has a positive impact on all employees, regardless of title, enabling them to thrive.
HOW?
We are currently engaging in major new research into the needs and challenges of frontline employees, conducting intensive one-on-one interviews and surveys with women, managers, and executives across the hospitality, manufacturing, and retail industries. Our first research report will be published in Fall 2023.
We will create actionable solutions and resources (e.g., tools and infographics) that draw from our research, demonstrating how to create a workplace where frontline employees can thrive.
Catalyst FEI Executive Interviews
“We have some facilities that are old and don’t even have a women’s restroom. Or the restroom is across the [site] somewhere and you have to wear a [uniform] to get to it. We have some work to do in that space.”
“If you don’t have affordable access to childcare, there are limitations to the schedule. You can work the hours you can be available and that then impacts the way in which you may view advancement and opportunity [and] the way in which other people perceive your interest in advancement and opportunity.”
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