Re:Gender works to end gender inequity and discrimination against girls and women by exposing root causes and advancing research-informed action. Working with multiple sectors and disciplines, we are shaping a world that demands fairness across difference.
Legal Momentum is the nation's oldest legal defense and education fund dedicated to advancing the rights of all women and girls. For more than 40 years, Legal Momentum has made historic contributions through litigation and public policy advocacy to advance economic and personal security for women. Our current programmatic work is focused on five strategic goals: increasing pathways into quality employment opportunities, protecting workplace rights of vulnerable populations, strengthening the safety net, expanding rights, justice, and services for victims of violence, and promoting gender equity and challenging gender bias.
Women and Poverty: The poverty rate for adult women has been substantially higher than for adult men in every year since official poverty measurement began. Legal Momentum is proposing policy solutions that will alleviate women and children’s poverty.
Women face violence at home, on the street, and in the workplace. Notwithstanding one of Legal Momentum’s signature achievements – passage of the Violence Against Women Act—supportive services, rights and protective measures for victims remain inadequate.
Nearly 50 years after sex discrimination in employment was prohibited, women continue to be paid less, face sexual harassment, and confront barriers to hiring and promotion. These challenges are severe for women in “non-traditional” jobs. Legal Momentum works to protect the workplace rights of women, especially vulnerable populations.
Legal Momentum has expertise and resources across a wide range of areas related to discrimination, gender equity, and gender bias. Ranging from sexual and reproductive rights and teen dating violence to gender bias in the courts, Legal Momentum continues to champion the rights of women and girls and to work to eradicate harmful stereotypes and policies shaped by bias while promoting policies and practices that reflect the realities of women’s lives, and advancing their rights under the law.
Women continue to hold jobs with lower salaries and fewer benefits. They face barriers to employment in job sectors from which they have long been excluded. Job training programs for both adults and students too often reinforce these trends, failing to provide women and girls with competitive skills and a path into non-traditional, well-compensated jobs.
Legal interns assist in developing litigation with legal research, prospective client interviews, drafting pleadings, and other aspects of litigation, and develop public education and policy advocacy materials on a range of women's rights legal issues. Positions are available in our New York City and Washington, D.C. offices.
Legal Momentum accepts applications from undergraduate (non-legal) students, in New York City and Washington D.C., for internship positions in public policy and advocacy, communications and marketing, accounting, development, and other non-profit management areas. Positions are generally unpaid and students are expected to have funding from their schools, or to be enrolled in a course which awards academic credit for the internship experience. Internship applications are accepted throughout the year for at least one-semester of service.
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.
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.
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 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.
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.
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 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.
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.
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.
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.
The Vision of the Center for Women in Government & Civil Society (CWGCS) is a world where women and men of all backgrounds participate equally in shaping the future.
CWGCS seeks to deepen and broaden political access and economic opportunities for women by strengthening the capacity of government, nonprofit and business sectors to implement gender-responsive, inclusive and equitable policies, practices and services
The Entrepreneurship Option for Low-Income Teenage Girls
CWIG is currently working on a proposal to start a research-based entrepreneurship program for low-income girls who are at risk for not completing high school. Research will target African-American and Latina women who are entrepreneurs, as well as take into account the perspectives of female entrepreneurs from all backgrounds. Project participants will join researchers at the college level in all levels of curriculum development and research phases. This project is being conducted with the Liberty Partnership Project.
Nonprofit Education Initiative
The Nonprofit Education Initiative (NEI) is a four-year collaborative undertaking that involves nonprofits working on issues related to women, children, and families; regional voluntary sector leaders; and government policymakers and business representatives. The NEI will advance collaborative learning among nonprofit leaders and managers and strengthen the capacities and leadership of diverse voluntary sector organizations. The goals of the initiative are to strengthen collaboration among statewide associations; build stronger connections between nonprofits and the communities and universities they serve; increase the competencies and capacities of statewide nonprofits; and strengthen the technological capacity and competence of consortium members.
Completing the Public Record: Appointed Policy Makers in State Government
CWIG is conducting work on demographic data on top-ranking gubernatorial appointees. In related research, the center is also studying policy priorities and influences on agenda-setting by the executive branch department heads. Both quantitative and interview data will be used to analyze 35 women and men bureaucratic leaders in eight states. Nontraditional Employment for Women study.
Liberty Partnership Project
A prevention program aimed at young women and men in grades 7-12 who are at risk for leaving school before graduation. The project offers a range of services to support people in obtaining their diploma, entering higher education, and preparing themselves for the workforce. The program is designed to address academic, personal, and social growth through a focus on the following: educational achievement; self-empowerment; workforce preparation and career exploration; and public policy leadership development.
The Fellowship experience blends theory with practice through direct policy field placement, academic coursework, professional development sessions, conferences, and community service activities. Fellows are provided with opportunities to gain specific skills and develop an extensive network of people working in their subject area as well as related professional arenas. The program runs annually from mid-January through the end of June. Participants are selected on a competitive basis based on academic achievement and work / life experience.
A highly intensive program, Fellows are required to work thirty hours each week at their placement office, Monday -Thursday. In addition, the program includes: 3 graduate courses (Tuesday and Thursday evening and one independent research) and professional development every Friday throughout the course of the Fellowship. Fellows receive a $10,000 stipend, tuition waivers and receive nine graduate credits from the Rockefeller College of Public Affairs and Policy, University at Albany, SUNY.
On Tuesday, October 28th, Linda Basch was a featured guest on the nationally-syndicated Jim Bohannon radio show. Focusing on the elections and on women as both voters and candidates, Linda raised some of the key issues of concern to women today, including child care, health care and social security. To hear the broadcast, please click on this link.