Women in Fund Management

Catalyst

Founded in 1962, Catalyst is the leading nonprofit membership organization expanding opportunities for women and business. With offices in the United States, Canada, Europe, and India, and more than 500 preeminent corporations as members, Catalyst is the trusted resource for research, information, and advice about women at work. Catalyst annually honors exemplary organizational initiatives that promote women's advancement with the Catalyst Award.

Contact

120 Wall Street
New York, NY 10005
Ph. 212-514-7600
Fx. 212-514-8470
http://www.catalyst.org
info@catalyst.org


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Principal Staff

Ilene H. Lang, President & Chief Executive Officer
E-mail: ilenelang@catalyst.org

Nancy M. Carter, Senior Vice President, Research
E-mail: ncarter@catalyst.org

Michael J. Chamberlain, Vice President, Brand Management & Events
Email: mchamberlain@catalyst.org

Jan Combopiano, Vice President & Chief Knowledge Officer
E-mail: jcombopiano@catalyst.org

Jennifer Daniel-Davidson, Chief Financial Officer & Senior Vice President, Finance, HR & Administration
E-mail: jdaniel@catalyst.org

Heather Foust-Cummings, Ph.D., Vice President, Research
E-mail: hfoust-cummings@catalyst.org

Deborah Gillis, Chief Operating Officer
E-mail: dgillis@catalyst.org

Katherine Giscombe, Ph.D., Vice President, Diverse Women & Inclusion Research
E-mail: kgiscombe@catalyst.org
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Featured Events

Employment Opportunities

Projects & Campaigns

 
A members-only benefit and approach to using workforce data and information to assess your diversity and inclusion “health” and drive change.  With tools, insights, events, and opportunities to connect with others, we help you diagnose where your organization excels and where it is stuck, taking you behind the numbers, testing assumptions that get in the way, and deepening understanding, so that you can define appropriate goals and create sustainable change.
 
 
Provides articulate and authoritative experts from Catalyst's executive staff and the experts from our Research and Global Member Services groups. Drawing on our extensive knowledge and wealth of hands-on experience, these speakers regularly enlighten, inform, and inspire corporate, professional, and academic audiences across the globe.

 
Serves Catalyst member organizations and their executives as a leader in the movement to diversify the boardroom. CBS helps the most senior women within Catalyst member organizations determine their potential to serve on public company boards, and assists them in formulating appropriate strategies to gain visibility as well as entrée into the boardroom. CBS serves as a referral service, yet works closely with search firms, and many other organizations that conduct searches for board directors.

 
Provides members with trusted advice and actionable insights to build and sustain workplace inclusion. Our strategy experts serve as thought partners, drawing on all of Catalyst knowledge and working closely with clients to diagnose strengths and issues, raise awareness of key opportunities, and develop customized solutions that advance women and meet the organization’s goals.  Catalyst can provide the insights and tools to make change because we know what works and why.

 
A way to stay on top of trends and get support for those who wish to make change through knowledge. Our highly experienced team of trained librarians creates knowledge products and provides efficient and comprehensive responses to information requests from Catalyst members, the media, and public-policy makers.

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Reports & Resources

Business Career

Advancing Women Leaders: The Connection Between Women Board Directors and Women Corporate Officers (2008). This research shows that the number of women on a company’s board of directors impacts the future of women in its senior leadership.

Advancing Women in Business: The Catalyst Guide to Best Practices from the Corporate Leaders (1998).

Women in Financial Services: The Word on the Street. This report on women in financial services shedes light on experiences, perceptions, and attitutudes of women in the industry and how they compare to those of male colleagues.

Women in Law: Making the Case. Catalyst's pioneering study of men's and women's career paths in the legal profession, Women in Law explores the obstascles to women's full integration into the legal profession. The report offers recommendations for legal employers on how to achieve strategic goals by retaining and developing women.

Child Care

Child Care Centers: Quality Indicators (1993). A guide for assessing a child care center by adult-child ratios, group sizes, staff qualifications, the work environment, cost, and utilization.

Child Care in Corporate America: Model Programs (1993). An analysis of corporate-sponsored child care, issues pertaining to quality, a discussion with experts, and six model programs.

Corporate Women -- Employment Issues 

Catalyst. June 7, 2013. Managers as Spnosors Toolkin Tool 7: Monitoring Your Progress-- A Sponsorship Tracker.

Catalyst. June 7, 2013. Managers as Sponsors Toolkit Tool 6: Consolidating Your Toolkit Responses—A Management Method.

Catalyst. June 17, 2013. Women CEOs and Heads of the Financial Post 500.

Catalyst.  2010. Making Mentoring Work. Written by Sarah Dinolfo, and Julie S. Nugent.

Catalyst. 2010. Making Mentoring Work—Business Case Framework . Writtent by Sarah Dinolfo,  and Julie S. Nugent.

Catalyst. 2010. Making Mentoring Work—Sample Mentoring Scorecard. Written by Sarah Dinolfo, and Julie S. Nugent.

Catalyst. 2010. Making Mentoring Work—Sample Mentor and Mentee Career Development Action Plan. Written by Sarah Dinolfo, and Julie S. Nugent.

Catalyst. 2010. Making Mentoring Work—Formal Mentoring ROI Spreadsheet Tool. Written by  Sarah Dinolfo, and Julie S. Nugent.

Catalyst 2009. 2009 Catalyst Census: Fortune 500 Women Board Directors. Writtent by Heather Foust-Cummings and Emily Pomeroy.

Cracking the Glass Ceiling: Strategies for Success (1999). Case studies on how major corporations remove glass ceiling barriers.

Catalyst Census of Women Directors of the Fortune 500 (1998). Published annually since 1993, it lists the women who serve on Fortune 500 boards and how many women are on each company's board.

Catalyst Census of Women Corporate Officers and Top Earners (1998). An annual census showing how women rank among the highest paid executives, which companies and industries have the most female officers, and which states have the highest concentration of women at the top.

Closing the Gap: Women's Advancement in Corporate and Professional Canada (1998). Based on a survey of more than 400 high-level women and nearly 200 chief executives in Canada's largest corporations and professional firms, this study includes the varying perspectives of senior women and chief executives on what holds women back from the top.

Women in Corporate Leadership: Progress and Prospects (1996). A survey of top women managers offering testimony from the women who have made it, as well as the views of Fortune 1000 CEOs.

Knowing the Territory: Women in Sales (1995). Sales representatives, human resources professionals, and sales managers from major American companies discuss what sales organizations can do to attract, retain, and advance women.

The CEO View: Women on Corporate Boards (1995). America's Fortune 1000 CEOs discuss what they expect from female directors and offer insight into the written and unwritten criteria for board nomination.

Women on Corporate Boards: The Challenge of Change (1993). A report about female directors' backgrounds, their expectations of and experience on corporate boards, their feelings about advocacy for women's issues, and the ways in which they relate to female employees of companies on whose boards they serve.

Mentoring: A Guide to Corporate Programs and Practices (1993). A report describing how to identify and advance high-potential women, recruit and train new employees, and avoid common problems.

Creating Successful Mentoring Programs: A Catalyst Guide. This guide teaches you how to identify and advance high-potential women, recruit and train new employees, and avoid common pitfalls of formal mentoring programs. This recently updated report takes you step-by-step through implementing a formal mentoring program.

Women in Corporate Management: Model Programs for Development and Mobility (1991). A report on 17 Fortune 500 companies with exemplary programs for women and why these initiatives are successful.

Creating Women's Networks: A How-To Guide for Women and Companies. A guide to starting and sustaining women's workplace networks based on Catalyst's work.

On The Line: Women's Career Advancement. A report outlining barriers women face and recommending strategies for overcoming them, including examples of America's newest and most creative policies for helping women advance.

Entrepreneurship

Women Entrepreneurs: Why Companies Lose Female Talent and What They Can Do About It (1998). A joint project with the National Foundation for Women Business Owners and The Committee of 200, it discusses the fact that women are starting new businesses at twice the rate of men.

Feminist Thought and Scholarship

The Catalyst Award: Setting the Standard for Women's Advancement. Details Catalyst Award winning initiatives from 1987 to 1997.

Science and Technology

Women in Engineering: An Untapped Resource (1992). Recommendations of what companies can do to attract, retain, and advance women engineers, including initiatives that address barriers, perceptions of male counterparts, and job satisfaction.

Women Scientists in Industry: A Winning Formula for Companies. A study identifying factors in the corporate culture that contribute to or impede the career advancement of women scientists.

Women of Color -- Corporate Women

Catalyst. 2009. Women of Color in U.S. Law Firms - Women of Color in Professional Services Series. Written by Deepali Bagati.

Women of Color in Corporate Management: Opportunities and Barriers (1999). The third part of the study that looks at women of color's expectations, experiences, and perceptions of corporate culture and how they affect the women's job satisfaction, organizational commitment, and intent to stay with the company.

Women of Color in Corporate Management: Dynamics of Career Advancement (1998). A discussion of what African-American, Asian-American, and Latina women perceive as barriers to advancement in corporate America. Read Catalyst's recommendations on what companies can do to retain and advance this important segment of their talent pool.

Women of Color in Corporate Management: A Statistical Picture (1997). A combination of census data and previously unpublished information from Catalyst's Women in Corporate Leadership study presents a demographic overview of women managers of color.

International

Catalyst. June 12, 2013. First Step: India Overview

Work and Family

Catalyst. 2008. Making Change-Beyond Flexibility: Work-Life Effectiveness as an Organizational Tool for High Performance. Written by Lisa D'Annolfo Levey, Aimee Horowitz, and Meryle Mahrer Kaplan. 

Two Careers, One Marriage: Making It Work in the Workplace (1998). Based on the responses of almost 1,000 dual-career earners and aimed at employers, this study describes the issues that mean the most to these couples.

A New Approach to Flexibility: Managing the Work/Time Equation (1997). An assessment of flexible work arrangements describes strategies and solutions.

Making Work Flexible: Policy to Practice (1996). A guide on helping organizations and managers implement and manage flexible work arrangements in corporations and professional firms.

Flexible Work Arrangements II: Succeeding with Part-Time Options (1993). Findings from the first longitudinal study of flexible work arrangements and their effect on employees' career growth.

The Corporate Guide to Parental Leaves (1992). A manual to help employers plan or update a cost-effective parental leave policy, created before the Family and Medical Leave Act of 1993 went into effect.

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Center News

Opportunities, Grants & Fellowships


 
Annually honors innovative organizational approaches with proven, measurable results that address the recruitment, development, and advancement of all women, including diverse women. Since 1987, Catalyst has recognized 82 initiatives at 76 organizations from around the world. These groundbreaking diversity and inclusion programs have changed workplaces, communities, and lives.
 
Become a member
 
Catalyst membership is a high-value partnership that gives your organization—and various stakeholders within it—access to a variety of indispensable benefits. To help you build an inclusive workplace, Catalyst will provide innovative research, the tools to make change, examples of successful initiatives, networking and knowledge-sharing events, a powerful array of services, and access to the unique Catalyst community of leaders committed to expanding opportunities for women and business.

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Women in Fund Management: A Road Map for Achieving Critical Mass — and Why it Matters

For more than a quarter century, the National Council for Research on Women, now Re:Gender, has promoted the advancement of women and girls and highlighted the benefits of women’s participation, active engagement and leadership in decision-making. In this project, the Council brings this same lens to the historically male-dominated spaces of fund management and the financial services more broadly.

Our report, Women in Fund Management: A Road Map for Achieving Critical Mass – and Why it Matters, explores the under-representation of women in the field, draws on research suggesting the benefits women can bring, and lays out concrete action steps for change. Specifically, we call on the financial services industry to develop a “critical mass principle” with quantifiable benchmarks and guidelines for increasing the number of women at all leadership levels.

Teaser: 

For more than a quarter century, the National Council for Research on Women, now Re:Gender, has promoted the advancement of women and girls and highlighted the benefits of women’s participation, active engagement and leadership in decision-making. In this project, the Council brings this same lens to the historically male-dominated spaces of fund management and the financial services more broadly.

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