Catalyst

Catalyst Catalyst is a global nonprofit working to build workplaces that work for women.
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There are moments when conversations move beyond ideas and start shaping how work actually gets done.Catalyst Convene Ca...
06/18/2026

There are moments when conversations move beyond ideas and start shaping how work actually gets done.
Catalyst Convene Canada is one of those moments.

On October 21, leaders from across Canada will come together in Toronto for a day of honest dialogue, practical insight, and shared learning focused on one thing: how inclusion shows up in real workplace decisions.

Convene Canada is about understanding the realities leaders are navigating today, from workforce transformation to AI. and walking away with ideas that can be applied immediately.

You can expect:
Conversations grounded in the Canadian context
Research-backed insights that connect inclusion to business impact
A community of leaders who are thinking deeply about what comes next

And it all continues into the evening, as we recognize the 2026 Champions—leaders driving meaningful change across organizations.

đź“Ť October 21, 2026 | Hilton Toronto + virtual

If this is the kind of conversation you want to be part of, you can learn more and register here:
https://events.catalyst.org/event/aa2344ef-0493-4a6c-bf64-4f4a47d893a4/ticket-info?environment=P2&_gl=1*1c8sxbc*_gcl_au*MTAyODUxMzg4Ny4xNzc2MDkzODM1

Most organizations are still asking the same question about ERGs:what is the real business impact?At ENERGIZE 2026, that...
06/16/2026

Most organizations are still asking the same question about ERGs:
what is the real business impact?

At ENERGIZE 2026, that question came up across conversations, but so did a clear shift.
In the session on moving from activity to impact, leaders like Jessica Sharafi (National Bank Investments), Amy Scott (Invesco), and Faisal Husain (Accenture) spoke to what it takes to move beyond programming and into measurable outcomes. The focus isn’t on doing more, it’s on aligning to business priorities, building structure, and showing progress over time.

At the same time, the session led by Laura Neville, with Kathryn Burdett (Deutsche Bank) and Cecilia Loving (Loving Factor), brought in a different layer: the environment ERGs are operating in today. More complex, more scrutinized, and more demanding.

ERGs are not becoming less relevant. They’re becoming more intentional, more structured, and more accountable to outcomes.

How is this shift showing up in your organization?

Have you ever felt that moment in a meeting—when a decision is moving forward, but something doesn’t quite sit right?May...
06/10/2026

Have you ever felt that moment in a meeting—
when a decision is moving forward, but something doesn’t quite sit right?
Maybe it’s a risk that hasn’t been surfaced.
Maybe it’s a concern no one wants to voice.
Still, the conversation moves on.
Why?

In "Fieldnotes by Catalyst," one of the world’s most accomplished underwater explorers Jill Heinerth shares what it takes to lead in environments where there are no second chances.

One of her insights stands out: fear isn’t the problem. It’s a signal.
When teams ignore that signal, they push forward, stay quiet, and take on risks they don’t fully understand.

But when people feel safe enough to speak up, something shifts.
They raise concerns earlier, challenge decisions, and support each other in navigating uncertainty. That’s where better judgment, stronger collaboration, and ultimately better outcomes come from.

The takeaway is simple but not easy:
High-performing teams aren’t the ones that avoid pressure. They’re the ones that know how to respond to it. Together.

👉 Keep swiping to explore 3 key leadership lessons and read "What can cave diving teach us about leadership?" in Fieldnotes: https://pages.catalyst.org/fieldnotes/what-can-cave-diving-teach-us-about-leadership?utm_medium=linkedin&utm_source=catalyst-profile&utm_campaign=Fieldnotes_Magazine_26

Is there one moment where speaking up changed the outcome for your team? Share with us in the comments.

11.2%. A historic milestone, or a warning signal?Last week, Fortune released its annual data showing that women now hold...
06/09/2026

11.2%. A historic milestone, or a warning signal?

Last week, Fortune released its annual data showing that women now hold a record 11.2% of Chief Executive roles within the Fortune 500. While this incremental progress is a welcome sign, a deeper look at the leadership pipeline shows corporate equity remains at a critical inflection point.

As Catalyst President & CEO Jennifer McCollum notes, this small uptick likely reflects lagging outcomes from decades prior rather than current upward momentum:

"Without sustained, intentional investment in the systems that build leadership pipelines, this milestone is fleeting and progress will stall... CEO appointments are the result of decisions and development pathways set in motion decades prior, and broader data suggest those pipelines are plateauing, not accelerating."

The reality behind the headline:

- Men still lead nearly 90% of Fortune 500 companies
- The core drivers of progress (executive sponsorship and equitable access to P&L roles) are weakening
- Broad progress is beginning to stall across women's participation, representation, and pay

With emerging disruptions like AI threatening to further erode early- and mid-career pipelines, organizations cannot assume progress will continue on its own.
This moment should not lead to complacency but to action to strengthen the systems that make progress possible.

👉 Read Fortune’s full breakdown by Sidney Lake: https://ow.ly/ne1l50Z9w7F

Most organizations invest in ERGs.Few can clearly show the business return.That’s the gap ENERGIZE 2026 is designed to c...
06/08/2026

Most organizations invest in ERGs.
Few can clearly show the business return.
That’s the gap ENERGIZE 2026 is designed to close.

This half‑day, virtual experience brings together ERG leaders, sponsors, and HR practitioners to focus on what it actually takes to move from activity; measurable impact.

Leaders from Catalyst shaping this work in real time include:
Jennifer McCollum, President & CEO; Trenesa Danuser; Kelly Montes, Leelaon building ERG credibility; and Laura Neville and Laurie Henneborn, on navigating complexity, risk, and the future of work.

These conversations are complemented by perspectives from leaders at Boston Scientific, GreenShield, Humana, Pfizer, Phillips 66, Amy Scott Invesco US and Bechtel Corporation (along with many others) sharing what’s working in practice.

Across sessions, the focus is practical:
-Aligning ERG priorities to business goals
-Strengthening governance and sponsorship
-Connecting ERG efforts to retention, engagement, and pipeline
-Building a clearer, more credible ERG value story

This is a Catalyst Supporter‑exclusive experience, designed as a way to scale capability across ERG ecosystems, with no additional cost and on‑demand access after the event.
If your organization is already investing in ERGs, this is how that investment starts to pay off.

👉 Supporters: register to via the event hub:
https://ow.ly/wYG050Z8N3q
👉 Not yet a Supporter? Learn how your organization can join:
https://ow.ly/nhZe50Z8N3p

What does effective leadership actually look like as AI reshapes everyday work?Joint research by Catalyst and Coqual int...
06/04/2026

What does effective leadership actually look like as AI reshapes everyday work?

Joint research by Catalyst and Coqual introduces Convergent Leadership — a leadership model that brings together:
• AI skills
• Inclusive behaviours
• A flexible mindset

Leaders who demonstrate all three consistently outperform their peers across innovation, ex*****on, and adaptability. Yet today, only 37% of leaders show this full convergence.
As organisations accelerate AI adoption, this research makes one thing clear: technology alone isn’t the differentiator. Leadership capability is.

👉 Discover the Convergent Leadership model: https://ow.ly/5Jng50Z4S0X

How are you seeing these capabilities show up in your organisation today?

The conversation around inclusion isn’t as simple as “growing” or “declining.”A recent Bloomberg Opinion Opinion piece p...
06/02/2026

The conversation around inclusion isn’t as simple as “growing” or “declining.”

A recent Bloomberg Opinion Opinion piece points to an important dynamic: while inclusion efforts continue, broader workplace shifts — like changes to flexibility — can shape how those efforts are experienced in practice.

That perspective connects with what we’re seeing in new research from Catalyst and the NYU School of Law’s Meltzer Center, based on insights from 2,000+ employees and leaders.

The data shows:
• 80% of organizations remain committed to fairness and inclusion
• Many are adapting how they approach and communicate this work
• In some cases, what looks like retreat is actually adjustment under pressure

Together, this points to a more complete picture:
Inclusion isn’t disappearing — but the environment around it is changing.

đź“° Read more via Bloomberg by Beth Kowitt: https://ow.ly/xhYT50Z4uVr
đź“– Download the full report: https://ow.ly/eMKg50Z4uVv
Research by: Joy Ohm, Emily Shaffer, PhD, David Glasgow. Christina Thomas & Kenji Yoshino

What does inclusive leadership look like right now?At Catalyst Convene New York, more than 800 leaders came together to ...
05/28/2026

What does inclusive leadership look like right now?
At Catalyst Convene New York, more than 800 leaders came together to explore that question—featuring voices like Amanda Nguyen and Hilary Knight, alongside global executives navigating real-time change.

What emerged was a clearer view of where systems are under pressure:
• Trust is a measurable driver of performance
When employees don’t trust how decisions are made, engagement drops, adoption slows, and attrition rises—even when strategy and technology are in place.
• Gender partnership remains a critical lever
Differences in sponsorship, visibility, and opportunity continue to shape outcomes—and compound over time.
• AI adoption is testing leadership credibility
The gap isn’t just capability—it’s confidence—and who feels safe experimenting.
• Inclusion strategies must be defensible
Leaders are being asked to align impact, data, and decision-making in ways that stand up to multiple stakeholders.

Across conversations, a consistent theme emerged:
The focus is shifting from intention to how inclusion is embedded (systematically and consistently) across organizations.

👉 The full recap goes deeper into what this looks like in practice, including research, examples, and where leaders are seeing the biggest gaps today.
đź”—https://ow.ly/UFpM50Z4n1Z

Which of these is easiest to talk about—but hardest to execute in your organization? Share in the comments.

Have you ever been in a meeting where you had an idea, but didn’t say anything?Why does that happen?In Fieldnotes, Zach ...
05/27/2026

Have you ever been in a meeting where you had an idea, but didn’t say anything?
Why does that happen?

In Fieldnotes, Zach Mercurio explains that we’re facing a growing shortage of human skills, specifically the ability to make people feel seen, valued, and that they matter at work.
When people don’t feel that they matter, something shifts. They disengage, hold back, and contribute less than they’re capable of.

But when people feel valued, you see a very different behavior. Employees speak up, share their ideas, and build on each other’s thinking. Better collaboration and performance usually come from that.

No matter how much talent you add to a team, the real unlock comes from changing how people experience working together.

👉 Read The Skill Shortage No One Is Talking About by Zach Mercurio in Fieldnotes:
https://ow.ly/LRHh50Z4J9u
What’s one thing that has made you feel like your voice truly mattered at work?

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