Work - Life Balance

Women [and men] today are seeking greater flexibility in their jobs to balance more effectively their work and family responsibilities. Lack of such arrangements often forces women to opt out of pursuing their career goals. When they return to work, women find themselves at a disadvantage in terms of earnings, opportunities and promotions. Employers who adopt more flexibility in the workplace allow women and men to lead more productive and effective lives.

Paper: “Childcare options in South Korea: experiences and perceptions of female college faculty.”

Paper: "Childcare options in South Korea: experiences and perceptions of female college faculty." This paper examines how societal and workplace cultures prevent people from using childcare options available to them and suggests new initiatives in childcare policies to create a more family-friendly work environment. The paper is soon to be published in the Journal about Women in Higher Education.

URL: 
http://bis.wist.re.kr/english

Report: “Women and Paid Sick Days: Crucial for Family Well-Being” Vicky Lovell 2007

URL: 
http://www.iwpr.org/pdf/B254_paidsickdaysFS.pdf

IWPR Fact Sheet: "Maternity Leave in the United States: Paid Parental Leave is Still Not Standard, Even Among the Best U.S. Employers,"

IWPR Fact Sheet: "Maternity Leave in the United States: Paid Parental Leave is Still Not Standard, Even Among the Best U.S. Employers," Vicky Lovell, Elizabeth O'Neill, and Skylar Olsen, 2007.

URL: 
http://www.iwpr.org/pdf/parentalleaveA131.pdf

Parents as Child Care Providers: A Menu of Parental Leave Models, May 2009

URL: 
http://www.iwpr.org/pdf/A136Models.pdf

Institute for Women’s Policy Research

IWPR calculated the cost of providing paid sick time based on the provisions of the new proposed New York City Paid Sick Days law. The findings and details of the methodology used will be released in a forthcoming IWPR publication that will be made available on the IWPR website. September, 2009

“Unemployment Among Single Mother Families”, September, 2009.

The fact sheet shows both a high rate of unemployment among single mothers and substantial growth in their rate of unemployment since April, 2009. The fact sheet concludes suggesting that a number of changes in policy and practice are needed to improve women's earnings and the ability to combine work and family in the United States.

URL: 
http://www.iwpr.org/pdf/SingleMotherUE_C369.pdf

Center for the Education of Women

The University of Michigan Center for the Education of Women (CEW) advances the personal, educational, career, professional and leadership potential of women. The services, programs, applied research, and action initiatives conducted by CEW promote inclusiveness and equity within the University, across the state and throughout the nation.

Founded in 1964, the Center for the Education of Women, within the University of Michigan, was one of the nation's first comprehensive, university-based centers focused on women.  Designed to serve the needs of women students as well as women returning to school or work, CEW (then known as the Center for the Continuing Education of Women) was founded with a three part mission of service, advocacy, and research. CEW maintains that mission today, serving University students, staff and faculty, community members, women and men, facing educational, employment or other life issues.

Contact

330 E. Liberty St.
Ann Arbor, MI 48104-2274
Ph. (734) 764-6005
Fx. (734) 998-6203
http://www.cew.umich.edu
cew.mail@umich.edu
contactcew@umich.edu

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Principal Staff

Gloria Thomas, Executive Director
Ph. (734) 764-7640
E-mail: gthomas@umich.edu

Wanlanda Ault, Fianance Assistant

Kristina Bee, Development and Scholarship Assistant

Jacqueline Bowman, Senior Counselor and Program Specialist

Eilisha Dermont, Communications Manager
Ph. (734) 764-6277
E-mail: edermont@umich.edu

Kirsten Elling, Associate Director for Counseling, Programs and Services

Connie Hansen, Assistant to the Director
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Featured Events

Employment Opportunities

Projects & Campaigns

RESEARCH

Center researchers are currently analyzing the results of the Faculty Work-Life Study, a joint project of the Center for the Education of Women and the UM Center for Research on Learning and Teaching. The survey of UM faculty included questions about climate, workload, sources of satisfaction and stress, and incorporate AAUDI questions for comparison to similar institutions.  This project also provides comparison to the 1998 FWLS.

Contingent Faculty in a Tenure Track World - CEW researchers held focus groups with full- and part-time non-tenure track (NTT) faculty at twelve research universities across the country. In total, we conducted 24 ninety-minute focus groups with a total of 343 full- and part-time NTT faculty. A report of the project is available  and a video based on the project explores the responses of focus group members. The project was funded by the Alfred P. Sloan Foundation.

The National Clearinghouse on Academic Worklife  (www.academicworklife.org) combines into a single website information resources and community discussions to support those who study or participate in academic work.  Up to date articles and policy examples are available on topics ranging from family-friendly benefits, tenure attainment, and faculty satisfaction to policy development, productivity, and demographics.  An email newsletter is also available free to subscribers. This clearinghouse was developed  through a grant from the Alfred P. Sloan Foundation.

The Dual Career Ladder Project, funded by the Alfred P. Sloan Foundation, resulted in several publications based on the findings of our institutional survey of U.S. institutions of higher education.  highlighting the numbers, working conditions and perceived contributions of non tenure track faculty.  These are available on the CEW website.

LEADERSHIP DEVELOPMENT

CEW’s Advanced Leadership Program offers middle management University of Michigan staff, recommended by their supervisors, an eight-month skill development workshop series and accompanying change management project.  This program has been offered annually for nearly 10 years. 

 

Focus on Leadership, addresses the need for leadership development and training for staff not yet in key middle-management positions or not yet ready for the more extensive Advanced Leadership Program.  Offered to approximately 30 individuals annually, this program offers participants an introduction to leadership concepts while it assists participants in developing an identity as a potential leader.

 

Emerging Leaders Iniative  CEW is currently developing an innovative nine-month program for emerging leaders (those with less than 6 years in their career fields) over the course of two years. The program will focus on women from a specific Michigan urban region, combining those from the private and the non-profit sectors.  The program combines in-person sessions, career coaching by senior leaders, and ongoing support and learning using web 2.0 tools including social media and online learning. 

PROGRAMS

CEW offers about 50 programs each term, covering topics such as careers, career change and job searching, work-life balance, leadership development, and focused programs for graduate students and post-docs.  In addition, CEW brings special events and speakers to the campus and community. 

In addition, CEW leads three support networks for University of Michigan women: Women of Color in the Academy Project and Junior Women Faculty Network for women faculty and the Women of Color Task Force for women staff.  These networks offer support, mentoring, and learning opportunities for participants.  The Task Force delivers a campus-wide career conference annually, with about 550 participants. 

CEW provides free counseling to students, faculty and staff of the University as well as to women and men in the community.  Each year over 1,000 adults are seen by CEW’s professional counselors.


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Reports & Resources

2012
 
"Factors Contributing to Job Satisfaction and Dissatisfaction among Non-Tenure-Track Faculty" By Jean Waltman, Inger Bergom, Carol Hollenshead, Jeanne Miller, and Louise August. The Journal of Higher Education, May/June 2012 83:3.  
 
Success for Nontraditional Students at Elite Institution, On Campus with Women v.40, no 3. By Gloria D. Thomas and Carol Hollenshead
 
2010
 
 
2009
 
 
"Satisfaction and Discontent: Voices of Non-Tenure-Track Faculty," By Inger Bergom and Jean Waltman. In On Campus With Women, vol 37, #3, 2009.
 
2008
 
Women of Color Faculty at the University of Michigan: Recruitment, Retention, and Campus Climate. Aimee Cox, PhD, Research Investigator Center for the Education of Women, CEW Jean Campbell Research Scholar (Executive Summary)
 
 
 
Developing a Transparent Tenure Process (Resources for Deans and Chairs)
 
Enabling Junior Faculty Success (Resources for Deans and Chairs)
 
2007
 

Post-Apartheid South Africa: Creating Critically Leaderful Schools that Make a Difference, 
Juliet Perumal, University of the Witwatersrand (South Africa) and CEW Visting Scholar, 2007.

How American Men's Participation in Housework and Child-care Affects Wives' Careers. 
Renge Jibu, CEW Visiting Scholar

 
 
 
2006
Attrition Among Female Tenure-Track Faculty, paper presented at AIR, May 18, 2006, Louise August
 
A Commitment to Volunteerism. Louise August, Carol Hollenshead and Sally Schmall
 

The Gender Impact of the Proposed Michigan Civil Rights Initiative: Research Brief. 
Susan Kaufmann

 

It Isn't Over: The Continuing Under-Representation of Female Faculty, paper presented at AIR, 
May 18, 2006, Louise August.

 
Non Tenure Track Faculty: The Landscape at U.S. Institutions of Higher Education: Full Report. Includes the Executive Summary as well as tables and charts reporting analyses of the survey data.
 
 
 
 
 
 
2005
 
 
 
 

Tenure Clock, Modified Duties, and Sick Leave Policies: Creating 'A Network of Support and Understanding' for University of Michigan Faculty Women During Pregnancy and Childbirth, 
Jean Waltman and Louise August

"Gender, Family, and Flexibility in Academia" Jeanne E. Miller and Carol Hollenshead in ChangeNovember/December 2005, pp.58-62
 
2004
 
"Developing and Implementing Work – Family Policies for Faculty," Beth Sullivan, Carol Hollenshead and Gilia Smith in Academe: Bulletin of the American Association of University Professors. November-December 2004.
 
2003
 
The 2003 Michigan Women's Leadership Index: Executive Summary, produced jointly by CEW and the Detroit Women's Economic Club.
 
Women at the University of Michigan: A Statistical Report on the Status of Women Students, Staff and Faculty on the Ann Arbor Campus, compiled by staff from CEW, Human Resource Records and Information Services, and the Office of Budget and Planning. (Replaced by 2010 Report)
 
2002
 
 
Sexing the Single Girl. Deborah Siegel, CEW Visiting Scholar
 
“Work/family policies in higher education: Survey data and case studies of policy implementation" by Carol S. Hollenshead, Beth Sullivan, Gilia C. Smith, Louise August, and Susan Hamilton is a chapter of The Challenge of Balancing Faculty Careers and Family Work, New Directions in Higher Education no. 130, 2005, 41-65.
 
2001
 
 
2000
 
 
Women and Higher Education 2000: Michigan: a "Smart State" for Women? Susan Kaufmann, Sally Sharp, Jeanne E. Miller, and Jean Waltman

Women and the MBA: Gateway to Opportunity­ (Findings) A joint report from CEW, Catalyst, and the University of Michigan Business School 
Women and the MBA. The full report is available through Catalyst.

Before 2000
 
Former Women Faculty: Reasons for Leaving One Research University. Stacy A. Wenzel and Carol Hollenshead 1998

The Michigan Faculty Work-Life Study 1999. Executive SummaryComplete Report
.


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Center News

Opportunities, Grants & Fellowships

Visiting Scholar Program

The Visiting Scholar Program is an opportunity for scholars to pursue research projects relevant to women using the vast resources available through the Center for the Education of Women (CEW) and the University of Michigan. Scholars must hold a Ph.D. or equivalent degree. A scholar's stay at the Center can range from one to twelve months, as appropriate to the scholar's research needs. Visiting Scholars prepare a working paper based upon their research, which is published as part of the Center's series of occasional papers.

Robin Wright Graduate Fellowship

The Center for the Education of Women announces the Robin Wright Graduate Fellowship with a grant of up to $3,200. The fund will support research by a graduate student from the Islamic World or Africa matriculating in the Rackham Graduate School.


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Alice Paul Center for Research on Women, Gender and Sexuality

The Alice Paul Center for Research on Women, Gender, and Sexuality fosters cutting-edge research on women, gender, and sexuality across the disciplines. The Center offers graduate and faculty fellowships, hosts a number of seminar series, and sponsors three named lectureships annually which bring prominent academic, literary, and public figures to campus.

Contact

249 South 36th Street
Philadelphia, PA 19104-6304
Ph. 215-898-8740
Fx. 215-898-1803
http://www.sas.upenn.edu/wstudies/
wstudies@sas.upenn.edu


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Principal Staff

Christine Poggi, Faculty Director
Ph. (215) 898-1527
E-mail: cpoggi@sas.upenn.edu

Demi Kurz, Co-Director
Ph. 215-898-8740
E-mail: dkurz@sas.upenn.edu

Shannon B. Lundeen, Associate Director
Ph. (215) 898-9607
E-mail: bshannon@sas.upenn.edu

Luz Marin, Program Coordinator
E-mail: lmarin@sas.upenn.edu
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Featured Events

Employment Opportunities

Reports & Resources

South Asian Feminisms

During the past forty years, South Asia has been the location and the focus of dynamic, important feminist scholarship and activism. In this collection of essays, prominent feminist scholars and activists build on that work to confront pressing new challenges for feminist theorizing and practice. Examining recent feminist interventions in India, Pakistan, Sri Lanka, and Bangladesh, they address feminist responses to religious fundamentalism and secularism; globalization, labor, and migration; militarization and state repression; public representations of sexuality; and the politics of sex work. Their essays attest to the diversity and specificity of South Asian locations and feminist concerns, while also demonstrating how feminist engagements in the region can enrich and advance feminist theorizing globally. 

Gender, War, and Militarism: Feminist Perspectives (Praeger, 2010)

This compelling, interdisciplinary compilation of essays documents the extensive, intersubjective relationships between gender, war, and militarism in 21st-century global politics.

Ex-Cities by Hélène Cixous, edited by Aaron Levy & Jean-Michel Rabaté

“Ex-Cities," a new release in the Contemporary Artist Series at Slought Books, arises from a shared concern for displacement and exile in the work of Hélène Cixous and British artist Maria Chevska. Visual documentation of “Vera’s Room,” Chevska’s installation in the galleries, is interspersed throughout Cixous’ text exploring the relation of art and literature to cities and their destruction. This bilingual publication includes a companion audio CD as well as a foreword by Eric Prenowitz and contributions by editors Aaron Levy and Jean-Michel Rabaté. 

The F Word: A Collection of Feminist Voices

A literary journal created to fill the feminist void here at Penn. Our mission is to provide an outlet for writing or art pertaining to feminism (broadly defined as respect for all individuals regardless of gender or sexual affiliation).

The Colors Project

Annual Newsletter


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Center News

Opportunities, Grants & Fellowships

Lynda S. Hart Prize in Sexuality Studies

The Hart Prize, established in the spring of 2006, awards $250 each year for a senior thesis or seminar paper in the field of LGBT (Lesbian, Gay, Bisexual, & Transgender) studies. This new prize will be awarded in memory of Lynda S. Hart, Professor of English at Penn and groundbreaking scholar in feminist performance studies and queer theory. The prize recognizes original, rigorous scholarship by an undergraduate in any field.

Trustees' Council of Penn Women Fellowships

The Trustees' Council of Penn Women offers three $5,000 summer research stipends to female faculty, or faculty members whose research is centrally concerned with the role of women in society, science, or arts and letters.* The Trustees’ Council of Penn Women wishes to assist Associate Professors working for promotion to Full Professor, as well as Assistant Professors seeking promotion to the permanent rank of Associate Professor.

Leboy-Davies Graduate Fellowship

The Gender, Sexuality, and Women’s Studies Program and the Alice Paul Center for Research on Gender, Sexuality, and Women invite applications for the Leboy-Davies Fellowship. The fellowship was created in honor of Phoebe Leboy and Helen Davies, two pioneering feminist faculty members in the health sciences. It will provide up to $4,000 in research or travel funding to a graduate student whose work will foster women’s health, well-being, and educational equality anywhere in the world, or enhance our understanding of gender inequality. Priority will be given to students who have earned the Gender, Sexuality, and Women’s Studies Graduate Certificate (or who are currently enrolled in the program), and to projects leading to the completion of a doctoral dissertation.

Phyllis Rackin Fellowship 

The Gender, Sexuality, and Women’s Studies Program and the Alice Paul Center for Research on Gender, Sexuality, and Women invite applications for the Phyllis Rackin Fellowship. The fellowship was created in honor of Phyllis Rackin, a pioneering feminist scholar and former faculty member in the English Department here at Penn. The fellowship will provide up to $4,000 in research or travel funding to a graduate student in the School of Arts and Sciences whose research creates or promotes new scholarship on women, gender, and/or sexuality in the humanities. Priority will be given to students who have earned a Gender, Sexuality, and Women’s Studies Graduate Certificate (or who are currently enrolled in the program), and to projects leading to the completion of a doctoral dissertation.

Carroll Smith-Rosenberg Senior Thesis Prize in Women’s Studies

The Smith-Rosenberg Prize awards $250 each year for a superior senior thesis paper in the field of Women's Studies. During their senior year, all Women's Studies majors write a thesis based on original research they carry out on a topic relating to gender. The prize, which recognizes the student paper of the highest quality, is named in honor of the distinguished historian Carroll Smith-Rosenberg, a founder of the Women's Studies Program at Penn.


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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.

Weekly Blog


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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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