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.
While the pinstripe crowd fixates on troubled assets, a stalled stimulus and mortgage remedies, it turns out that a more sure-fire financial fix is within our grasp -- and has been for years. New research says a healthy dose of estrogen may be the key not only to our fiscal recovery, but also to economic strength worldwide.
It’s generally known that men are hard-wired to be bigger risk takers than women (due to all that extra testosterone they have sloshing around). Interestingly, though, in a profession that is all about risk — hedge fund manager — testosterone may not be such a good thing. A new study by Hedge Fund Research found that, from January 2000 through May 31, 2009, hedge funds run by women delivered nearly double the investment performance of those managed by men.
Beverly Guy Sheftall, Ph.D., is the founding director of the Women's Research and Resource Center and the Anna Julia Cooper Professor of Women's Studies at Spelman College. She is also adjunct professor at Emory University's Institute for Women's Studies where she teaches graduate courses. At the age of sixteen, she entered Spelman College where she majored in English and minored in secondary education. After graduation with honors, she attended Wellesley College for a fifth year of study in English. In 1968, she entered Atlanta to pursue a master's degree in English; her thesis was entitled, "Faulkner's Treatment of Women in His Major Novels." A year later she began her first teaching job in the Department of English at Alabama State University in Montgomery, Alabama.
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.
At the Wellesley Centers for Women (WCW), Wellesley College, we believe that disciplined, relevant research and theory paired with innovative training and action programs are key building blocks for social progress.
Since 1974, WCW has conducted interdisciplinary studies on issues such as: gender equity in education, sexual harassment in schools, child care, adolescent development, gender violence, and women’s leadership—studies that have influenced private practices and public policy.
WCW staff members provide professional development for educators, child caregivers, and youth workers that encourage children’s social-emotional development and enhance learning environments and safety.
Other WCW scholars have dedicated themselves to the prevention of psychological problems, the enhancement of psychological well-being, and the search for a more comprehensive understanding of human deve
Scholars at the Wellesley Centers for Women have conducted research studies and evaluations on issues related to child and adolescent development, including issues around race, ethnicity, immigrant status, and identity; the effects of early child care; the value of physical activity; preventing depression; examining unique family dynamics; and exploring sexuality and evaluating sex-education programming.
Scholars at the Wellesley Centers for Women have studied the ability of public schools to prepare young children for lifelong learning and have shaped local, state, and federal policies. Our groundbreaking research, policy development, and training programs set the standards for out-of-school time, and continue to inform the field in new areas, including physical activity programming.
Scholars at the Wellesley Centers for Women (WCW) have conducted research on a range of educational issues, including quality early education; equitable opportunities in STEM fields and literacy; and bullying prevention and sex-education programming. Scholars and trainers from WCW have also developed curricula and facilitated programs that promote equity and diversity and social-emotional learning in educational settings. Our research has raised public consciousness about serious education issues and has informed public policy.
Scholars at the Wellesley Centers for Women have conducted numerous research studies on issues related to gender violence, including bullying- and sexual harassment-prevention programs in schools, and patterns of and interventions for intimate partner violence, including family violence and teen dating violence.
Work by scholars at the Wellesley Centers for Women led to Relational-Cultural Theory, an understanding that has dramatically changed counseling and psychotherapy practices. Through training institutes, this work continues to be developed and implemented. Researchers committed to the prevention of depression in at-risk youth have undertaken studies to identify effective intervention programming for adolescents and families. Trainers and educators at the Centers develop curricula and facilitate training to promote social-emotional learning in elementary schools.
Scholars are the Wellesley Centers for Women have conducted research on economic implications of public policy; undertaken studies and audits; facilitated network building; and produced valuable resources for advocates, policy makers, and legal professionals in the U.S. and abroad. This work covers a broad range of issues related to the social and economic development of women, children, and persons with disabilities.
Scholars at the Wellesley Centers undertake research initiatives that explore issues affecting work/life balance, including child care, work-leave policies, and gender roles. Research and action programs that address women’s leadership inform business practice and policy in the U.S. and within our global-network-partner communities. The Women’s Review of Books, a special publication of the Centers, puts women’s perspectives and voices at the center of literary contributions.