• Addressing unconscious bias and cultural barriers in the workplace that hinder the recruitment and advancement of Latine women
• Targeted recruitment strategies to increase the pipeline of Latine women candidates
• Creating mentorship and sponsorship programs tailored to Latine women’s experiences
• Developing leadership programs that prepare Latine women for senior roles
• Building a supportive company culture that values diverse perspectives and experiences

Speakers

Eddie Coronado, Upskill HR

Ana Jaramillo, DEI Engagement Specialist, Moneris

Janet Sandoval, Director, Global Corporate Social Responsibility, Avery Dennison

Moderator

Joylene Ceballos, Director of Engagement, Catalyst

Note: For questions, please contact catalystevents@catalyst.org.

The post Let’s Hit the Accelerator for Latine Women in the Workplace (Webinar Recording) appeared first on Catalyst.

—Kameron Keesling, Senior Merchant, Sam’s Club

MARC Leaders is an immersive and interactive 1.5-day cross-company workshop for directors through senior executives that inspires participants to stand up for gender equity.

Guided by a skilled cross-gender facilitator pair, participants will:

Develop a more visceral understanding of:

• How gender dynamics, roles, norms, and social conditioning link to the workplace and leadership.
• How systemic advantages and disadvantages, privilege, and bias impact employees.
• How the experience of “otherness” affects relationship building and bridging divides.
• What it means to recognize intersectional and multidimensional identities.
• Why we need male champions and advocates.
• What effective gender partnership looks like and why it is important.

Practice skills to:

• Recognize, talk about, and address bias and privilege with empathy and understanding.
• Engage in courageous dialogue and perspective sharing to build connections.
• Proactively challenge bias, stereotypes and exclusionary behaviors in a range of workplace settings and processes.
• Communicate and lead more inclusively.
• Partner across difference.

Commit to:

• Achieving concrete, personal goals for continued learning and leadership on gender equity.
• Building alliances and mutual support.
• Holding themselves and other leaders accountable

Generously hosted by ConocoPhillips.

All prices are in USD.

The post SOLD OUT: MARC Cross-Company Immersive – Houston, TX appeared first on Catalyst.

—Kameron Keesling, Senior Merchant, Sam’s Club

MARC Leaders is an immersive and interactive 1.5-day cross-company workshop for directors through senior executives that inspires participants to stand up for gender equity.

Guided by a skilled cross-gender facilitator pair, participants will:

Develop a more visceral understanding of:

• How gender dynamics, roles, norms, and social conditioning link to the workplace and leadership.
• How systemic advantages and disadvantages, privilege, and bias impact employees.
• How the experience of “otherness” affects relationship building and bridging divides.
• What it means to recognize intersectional and multidimensional identities.
• Why we need male champions and advocates.
• What effective gender partnership looks like and why it is important.

Practice skills to:

• Recognize, talk about, and address bias and privilege with empathy and understanding.
• Engage in courageous dialogue and perspective sharing to build connections.
• Proactively challenge bias, stereotypes and exclusionary behaviors in a range of workplace settings and processes.
• Communicate and lead more inclusively.
• Partner across difference.

Commit to:

• Achieving concrete, personal goals for continued learning and leadership on gender equity.
• Building alliances and mutual support.
• Holding themselves and other leaders accountable

Generously hosted by the New York Stock Exchange.

All prices are in USD.

The post MARC Cross-Company Workshop – New York, NY appeared first on Catalyst.

Welcome to Season 1, episode 5 of Breaking with Tradition, Catalyst’s podcast that explores trends and ideas that will impact the future of the global workplace. This episode is called Broadening Gender in Workplace DEI.

Catalyst has been accelerating progress for women for over 60 years, and our future vision is “workplaces that work for women.” To many women, this vision is a rallying cry because the status quo of workplaces is that they don’t work for women. But where do men fit into the equation in this future workplace? And what about trans and gender non-conforming (TGNC) employees?

Join Erin Souza-Rezendes as she sits down with Dani Gomez-Ortega, Senior Manager, Global Diversity, Equity, and Inclusion at McCain Foods, and Mark Greene, a writer, inclusion coach, and host of Remaking Manhood. Together, they tackle the complex subject of gender and how we talk about it in the workplace.

First, we start with the basics: what does “gender equity” mean in today’s world? And how is that reflected in the workplace—or not? Before long, we dive into “Man Box Culture,” how women can be allies to men, and the importance of vulnerability in conversations around gender.

Grab a drink and sit down with our panel to hear their inspiring perspectives on this topic and how we can shift workplace cultures so that nobody is left behind.

Hosts and guest

Erin Souza-Rezendes, VP, Global Communications, Catalyst

LinkedIn | Bio

Dani Gomez-Ortega is a global Diversity, Equity, and Inclusion leader with a passion for empowering others to create more inclusive spaces. Dani has championed inclusion across various sectors for 10 years. Currently, Dani works as a global DEI leader at McCain Foods, where she collaborates with teams across the world to drive inclusion.

Most recently, Dani was featured in the book Global Changemakers for a Feminist Future by Dr. Gayle Kimball and has won multiple awards for her work, including a Bill 7 Award. Dani’s work and commitment to inclusion are shaped by her lived experience as a Venezuelan Latinx, immigrant, transgender woman with an invisible disability.
LinkedIn

Mark Greene is an author and activist who speaks, consults, and coaches on diversity, equity, and inclusion. Mark works with organizations and individuals to overcome the challenges created by retrogressive workplace cultures. Mark’s client list includes General Mills, Société Générale, Sephora, AOL, Bank of America, Catalyst, and The Better Man Conference.

Mark is the author of The Little #MeToo Book for Men and Remaking Manhood, and co-author, along with Dr. Saliha Bava, of The Relational Book for Parenting and The Relational Workplace. Mark is co-host of Remaking Manhood, the Healthy Masculinity Podcast, available on all major streaming platforms.

Website | LinkedIn

In this episode

• 1:24 | What does gender equity mean to you? Spoiler alert: it goes beyond equity for women alone.
• 5:04 | The “evolution” of gender norms—or not. And have they been reflected in the workplace?
• 8:56 | Workplaces still aren’t safe for everyone. Where can we look for solutions? What is men’s role?
• 12:30 | Women can be allies to men, too People of all genders have work to do on how we define masculinity and femininity.
• 18:34 | We need gender equity inside and outside the workplace. How can we make work more connected and joyful?
• 20:57 | Closing thoughts (both practical and inspiring). Questions companies can ask to create more gender-inclusive workplaces and personal anecdotes from our panelists about how they show up.

Favorite moments

• 1:45 | Dani: When we talk about gender equity, it can’t just be about women. It’s also about men, but also about all the other genders that exist in the world.
• 6:00 | Mark: It’s become evident that if we don’t make space for conversations among men about men, men will continue to fall prey to the single primary purpose of “Man Box Culture,” which is to keep us silent and keep us conforming without ever checking in with each other about where did we learn these ideas about dominant space masculinity?
• 7:54 | Dani: I think people are slowly but surely starting to realize that [gender norms and gender roles] are made up, right? And they’re not necessarily benefiting us in the way that they might have benefited us in some magical time in the past.
• 11:44 | Mark: What we need men to hear and do now is that you cannot remain silent any longer because your own mental health, the mental health of your coworkers, of the people in your life, the well-being and future hope of everyone requires that we push through decades of conditioning we’ve had to remain silent by the bullying men around us.
• 13:20 | Mark: When we start to define male strength as including the full spectrum of human capacities, which we all have, which include things like caregiving, empathy, listening with curiosity… And we invite women at the same time to bring those aspects that are traditionally referred to as masculine, which is strength, leadership, toughness…When everyone is invited to bring their full human capacities, we start to change things.
• 14:39 | Dani: As women, we need to recognize that men have really high rates of mental health challenges. Especially when we talk about suicide rates. And so, it’s up to us to create space for men where they can be vulnerable and ask for help. Unless we create the space, that space is not going to be created.
• 15:55 | Mark: Vulnerability means, ultimately, to reveal. And when we reveal, we tap into an incredible resource because our resiliency, our success in the workplace, our capacity to live richer, fuller lives, is co-created with other people.
• 19:16 | Mark: The question becomes for us as human beings, why can’t we have as rich and meaningful of relationships in the workplace as we have in any other of our communities, in our churches, in our families?
• 20:28 | Dani: In the workplace, some people need to be able to talk about their lives, talk about their family, talk about their same-sex partners. Other people need privacy to succeed. It’s about recognizing individuality and giving everyone the ability to come to work the way that makes them feel happiest, even if that means being private about some things.
• 21:06 | Dani: We need to ask more questions. We first need to ask, “Who’s here?” Who’s in our company? It’s not just women—it’s men and non-binary people, Two-Spirit people, etc. Then we need to ask, how are they feeling? We need to segment that data to make sure we capture how different genders are experiencing the workplace. After that, we need to do research around where the gaps are and see what strategies we can enact to ensure that all genders are feeling included.
• 22:28 | Dani: I try to break with tradition by taking up space, by speaking up, and trying to be as visible as possible as a trans person to ensure that being trans in the workplace is no longer a thing that needs to be highlighted.
• 23.43 | Mark: Each and every one of us must step outside of our comfort zone and show the kind of courage that a lot of folks are publicly displaying right now in a genuinely unsafe world.

Mentioned on the Pod

• Equimundo: The Man Box – A Study on Being a Young Man in the US, UK, and Mexico
• Harvard University Press: Deep Secrets – Boys’ Friendships and the Crisis of Connection
• Penguin Random House: Rebels with a Cause – Reimagining Boys, Ourselves, and Our Culture
• The Cigna Group: TThe Loneliness Epidemic Persists: A Post-Pandemic Look at the State of Loneliness among U.S. Adults

Research you can use

• Masculine Anxiety and Interrupting Sexism at Work
• Interrupting Sexism at Work: What Drives Men to Respond Directly or Do Nothing?
• How Organizations Can Encourage Men to Interrupt Sexism
• Engaging Men: The Journey Toward Equity
• Engaging Men: Barriers and Gender Norms
• Flip the Script: Transgender in the Workplace (Supporter Only)
• Move Beyond Performative Allyship for Your 2SLGBTQ+ Employees
• 5 Ways to Create a Gender-Inclusive Workplace
• What is Gender? A Guide to Understand Gender Identity (Supporter Only)

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The post Episode 105: Broadening Gender in Workplace DEI appeared first on Catalyst.

From her first volunteer role as a candy striper at Toronto General Hospital to the six months she spent as a volunteer teacher in Ecuador and her job counseling at-risk youth at an unemployment center, Vivian has always made it a priority to lend her support to people who are marginalized by the societies they live in.

She credits her parents with her open mindset. They “really shaped … my values around fairness … around equity and equality and respect.” They also taught her the importance of connecting with people on a human level across differences. “Having that empathy is so, so critical, I think, in the DE&I space.”

An avid traveler and former backpacker, Yoandis says her travels demonstrate that we have so much more in common than we think. This belief in the importance of making human connections stayed with her through those early work experiences where she often witnessed firsthand the realities of systemic racism and inequity that motivated her actions moving forward.

When Yoandis started at Hydro One, there was no DEI. Today, she is the Senior Manager of Diversity, Equity, and Inclusion at Ontario’s largest electricity transmission and distribution service provider.

However, the DE&I space is not without challenges. The first hurdle, in Vivian’s view, is to demonstrate that DE&I isn’t a zero-sum game in which supporting one group means disadvantaging another. She has found that “in many cases, you … need to … deal with [resistant] people individually and help them … get to a place of acceptance, of belonging, of inclusion.” She has succeeded through empathy and a willingness to listen and find out what is the root cause of their resistance.

According to Vivian, patience and persistence is key. “Sometimes progress is very, very slow. And that can be challenging. It can make you feel like you’re not doing enough. But I think it’s so important to actually relish in those small victories, celebrate those things … [to] keep you moving on.”

Role models like Vivian guide their workplaces towards a more equitable, inclusive future, where all voices are heard and everyone can thrive.

To hear from Vivian and other gender equity and DEI champions attend Catalyst Honours on 7 Oct, 2024.

Why Vivian is a HR/DEI champion:

• Men as Allies: Vivian introduced the Catalyst MARC program to Hydro One almost 10 years ago, bringing employees together to talk about gender partnership and the importance of male allyship in achieving gender equity.
• Women in Engineering (WiE) University Partnership: This program, which Vivian co-led, has both increased the representation of women in STEM fields at Hydro One and helped both boost high school applications to electrical and mechanical engineering by 169% and enrollment in the same programs at the four partner universities by 81%.
• Step Up Program: Vivian created the Step Up content at Hydro One to promote inclusion, psychological safety, and respect in the workplace. She co-leads the program, which empowers employees to “step up” when they see non-inclusive behavior or hear non-inclusive language, resulting in a 44% increase in comfort levels in advocating for inclusion.
• Cultural Embedding and Legacy: Vivian’s leadership embedded a culture of equity and inclusion at Hydro One, ensuring sustained progress and empowerment for women and marginalized groups. Her commitment and foresight have positioned Hydro One as a leader in fostering inclusive environments for all identities in the electricity industry.

The post Vivian Yoanidis: A lifelong advocate for inclusion appeared first on Catalyst.

She thought it would be a good summer job, but 38 years later, she is still there. “I never had a reason to leave,” she explains. “From the very beginning, I had this sense of belonging. … It’s not always so easy to find that and you don’t have to be excluded from something to not feel included.”

“There was a shift that I had to do from being in the restaurants to … being in a corporate environment. I had to all of a sudden go from wearing a uniform every day to now I needed to have outside clothes and … project myself in a different, professional way.”

She credits her success to the circle of trusted colleagues and mentors she built around herself, reminding us that “none of us can do what we do alone. So … get your thought partners, find your advocates, find your mentors, find your sponsors, [and] build a community to help and support you.”

Through the example of senior leaders at McDonald’s, Simone also learned that it’s possible to be both powerful and kind, as well as the importance of “staying true to what you believe in … knowing and being yourself, standing by what … you do, and above all else, being kind to others. And if you’re able to do all … of those, you will be successful in anything that you try.”

Now a senior leader herself, Simone asks, “how do I give back and how do I shift from being a consumer of opportunities to being a producer of opportunities for other people?”

This is a question that can guide all of us as we look to champion diversity, equity, and inclusion in our workplaces and communities.

To hear from Simone and other gender equity and DEI champions, attend Catalyst Honours on 7 Oct, 2024.

Why Simone is an HR/DEI Champion:

• Women in Leadership Representation: Simone spearheaded local adoption of global targets to increase women’s representation in senior leadership at McDonald’s Canada. Her strategy integrated gender balance into talent review and succession-planning processes, and McDonald’s Canada achieved parity two years ahead of schedule.
• Mentorship Program: Simone led the development of a program that paired diverse employees with leaders at all levels of the organization. Participating mentees advanced their career goals and augmented their skills and confidence to build deeply authentic relationships.
• Operator DEI Playbook: Simone conceived and developed this pioneering tool, which empowered 265 Owner Operators across Canada with resources to accelerate women talent and foster inclusive cultures. The playbook exemplifies Simone’s grassroots approach to driving DEI change within McDonald’s.

The post Simone Alleyne: Creator of Opportunities appeared first on Catalyst.

This page contains resources for trainers/facilitators who have completed the Moments That Matter Train-the-Trainer workshop and are now ready to lead Moments That Matter Training within their organization. It provides you with all the materials and content you need to smoothly launch the training experience.

Moments That Matter Training is a 4-hour workshop that guides frontline managers through realistic, context-specific workplace scenarios in a role-play-based learning. Participants build and practice skills to respond to employee situations in ways that drive empathy and impact.

Learning Outcomes

• Perception: Participants will notice dynamics on their team they didn’t recognize or fully understand before.
• Curiosity: Participants will be inspired to get curious about the root causes and implications of critical employee experiences in frontline workplaces.
• Confidence: Participants will stretch and grow in their ability to navigate challenging dynamics and willingness to engage.
• Mutual support and accountability: Participants will practice being supportive and accountable with themselves and one another; they will also practice giving and receiving direct feedback.
• Communication: Participants will learn and practice engaging in respectful, impactful conversations in challenging situations.
• Peer learning: Participants will role-play scenarios that enable them to learn with and through one another.

Workshop Components for the Trainer/Facilitator

Use the links below to download the resources that you’ll use to prepare for the Training.

• Moments That Matter Training Trainer Launch Toolkit: This contains instructions, advice, and communication templates for successfully launching this program throughout your organization.
• Moments That Matter Training Facilitator Guide: This will guide you through the training with timing, instructions, and all the content.
• Moments That Matter Training PPT: This is the slide deck you will use during the training.
• Moments That Matter Expansion Pack of Scenario Cards PPT: After participants have voted on which scenarios they want to role play, copy the appropriate slides from this PPT to the Training PPT.
• Moments That Matter Expansion Pack of Scenario Cards PDF (personal printing version) – Part 1 | Part 2: This version of the scenario cards is for printing on your work printer.
• Moments That Matter Expansion Pack of Scenario Cards PDF (professional printing version) – Part 1 | Part 2: This version of the scenario cards is for you to send to your organization’s printing vendor if you want large quantities.
• Moments That Matter Tally Sheet: Print this out to gather participants’ votes about which scenarios they’d like to role play during the training.

Workshop Components for Participants

Use the links below to download the resources participants will need to access.

• Moments That Matter Key Skills Videos: Make these videos available to participants during the workshop on tablets, a kiosk, or another device.
• Moments That Matter Workbook: This will need to be printed for Moments That Matter Training participants.

The post Moments That Matter Trainer Resources appeared first on Catalyst.

This page contains resources for the person or team who is coordinating the rollout of Moments That Matter Train-the-Trainer (TTT) workshop in your organization. It provides you with all the materials and content you need to smoothly launch the TTT experience.

In this 7-hour session, up to 15 of your organization’s trainers, facilitators, or other chosen leaders will learn how to facilitate Moments That Matter Training. First, they will experience the Training as if they were frontline manager participants. Then, they will go over process specifics including design principles and teach-backs. Last, they will discuss the art of facilitation, including fostering psychological safety and authenticity.

Moments That Matter Training guides frontline managers through realistic, context-specific workplace scenarios in a role-play-based learning. Participants build and practice skills to respond to employee situations in ways that drive empathy and impact.

Learning Outcomes

• Perception: Participants will notice dynamics on their team they didn’t recognize or fully understand before.
• Curiosity: Participants will be inspired to get curious about the root causes and implications of critical employee experiences in frontline workplaces.
• Confidence: Participants will stretch and grow in their ability to navigate challenging dynamics and willingness to engage.
• Mutual support and accountability: Participants will practice being supportive and accountable with themselves and one another; they will also practice giving and receiving direct feedback.
• Communication: Participants will learn and practice engaging in respectful, impactful conversations in challenging situations.
• Peer learning: Participants will role-play scenarios that enable them to learn with and through one another.

Workshop Components for Train-the-Trainer Workshop

Use the links below to download the resources.

• Moments That Matter Train-the-Trainer Coordinator Launch Toolkit: This contains instructions, advice, and communication templates for successfully launching this program.
• Moments That Matter Expansion Pack of Scenario Cards PDF (personal printing version) – Part 1 | Part 2: This version of the scenario cards is for printing on your work printer.
• Moments That Matter Expansion Pack of Scenario Cards PDF (professional printing version) – Part 1 | Part 2: This version of the scenario cards is for you to send to your organization’s printing vendor if you want large quantities.
• Moments That Matter Tally Sheet: Print this out to gather participants’ votes about which scenarios they’d like to roleplay during the TTT.
• Moments That Matter Train-the-Trainer Workbook: This will need to be printed for Moments That Matter TTT participants.
• Moments That Matter Key Skills Videos: Make these videos available to participants during the workshop on tablets, a kiosk, or another device.

The post Moments That Matter Train the Trainer Resources appeared first on Catalyst.

This page contains resources for the person or team who is coordinating the rollout of Moments That Matter Training in your organization. It provides you with all the materials and content you need to smoothly launch the training experience.

Moments That Matter Training is a 4-hour workshop that guides frontline managers through realistic, context-specific workplace scenarios in a role-play-based learning. Participants build and practice skills to respond to employee situations in ways that drive empathy and impact.

Learning Outcomes

• Perception: Participants will notice dynamics on their team they didn’t recognize or fully understand before.
• Curiosity: Participants will be inspired to get curious about the root causes and implications of critical employee experiences in frontline workplaces.
• Confidence: Participants will stretch and grow in their ability to navigate challenging dynamics and willingness to engage.
• Mutual support and accountability: Participants will practice being supportive and accountable with themselves and one another; they will also practice giving and receiving direct feedback.
• Communication: Participants will learn and practice engaging in respectful, impactful conversations in challenging situations.
• Peer learning: Participants will role-play scenarios that enable them to learn with and through one another.

Workshop Components

Use the links below to download the resources.

• Moments That Matter Training Coordinator Launch Toolkit: This contains instructions, advice, and communication templates for successfully launching this program throughout your organization.
• Moments That Matter Expansion Pack of Scenario Cards PDF (personal printing version) – Part 1 | Part 2: This version of the scenario cards is for printing on your work printer.
• Moments That Matter Expansion Pack of Scenario Cards PDF (professional printing version) – Part 1 | Part 2: This version of the scenario cards is for you to send to your organization’s printing vendor if you want large quantities.
• Moments That Matter Tally Sheet: Print this out to gather participants’ votes about which scenarios they’d like to role play during the training.
• Moments That Matter Workbook: This will need to be printed for Moments That Matter Training participants.
• Moments That Matter Key Skills Videos: Make these videos available to participants during the workshop on tablets, a kiosk, or another device.

The post Moments That Matter Training Resources appeared first on Catalyst.

Historically, progress in gender equality has been synonymous with change for, and by, girls and women, and for good reason. But as Reeves shows, many boys and men experience a lack of role clarity, loneliness linked to a mental health crisis, educational disparities including college attainment, and a lack of upward mobility at specific gender-race intersections.

We know that men also encounter challenges within the workplace: Catalyst research shows that men are negatively impacted by combative organizational climates in which traditional masculine norms are dominant, and employees are silenced through fear.

Traditionally, being masculine meant being a provider. With this definition now largely irrelevant, the uncertainty that boys and men face will have an impact on their allyship with girls and women, Reeves says.

The Catalyst report Engaging Men: The Journey Toward Equity shows that the refusal of gender norms benefits everyone.

Here are several key takeaways from Of Boys and Men:

1. Data is powerful. Reeves uses clear-cut evidence and data to detoxify the debate over men’s role as family breadwinner. Although men no longer must be breadwinners, they should be supported when stepping fully into the role of Dad. Workplaces must evaluate their systems and parental policies to allow for paternal involvement.
2. Gender equality is for everyone. How can we expect society to thrive if we are willing to update gender norms for women, but not for men? Reeves says that allies should be open-minded about the challenges that people of all genders are facing. In many ways, tearing up the historic rulebook of gender norms for both men and women will enable us to step forward with a new individualistic identity that works for all.
3. Discussions should go beyond gender and should also consider the intersection of race and class. Through powerful anecdotes and data-driven evidence, Reeves highlights the acute challenges that face boys and men of certain race and class intersections. He argues for a real, practical set of solutions to create a society that would be improved for all of us, across the race, class, and gender spectra.

While overcoming personal barriers and society-driven gender norms can be challenging, it is also rewarding. Of Boys and Men shows us a framework for moving forward.

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The post To Achieve Gender Equity, Let’s Focus on Men, Too (Book Review) appeared first on Catalyst.