Meeting the moment: Stay committed to inclusive workplaces & shift your strategy

Welcome to Making Waves by Catalyst, the newsletter designed to help you lead the charge in creating better workplaces—for women and everyone. Got a topic you’d like us to explore? Share your ideas in the comments! Now, let’s get started...

Are you facing competing demands in your work—whether from global policy shifts, conflicting shareholder opinions, or employee pushback????

You’re not alone.

In today’s polarized climate, some organizations may feel pressured to stop or slow their inclusion efforts due to political and legal shifts in the US. However, our data tells us that companies who continue to prioritize inclusion build stronger workplace cultures and achieve long-term success. Moreover, global organizations must also address markets beyond the US.

As Catalyst research shows, organizations that invest in inclusive workplaces are more innovative, more competitive, and better positioned to attract and retain top talent. At a time when employees are seeking workplaces that reflect their values and provide real growth opportunities, the case for inclusion is stronger than ever. ??

In this moment, we have a powerful opportunity—especially with International Women’s Day (8 March) and Women’s History Month (US, UK, and Australia)?quickly approaching—to accelerate action for women’s progress in?business?while reaffirming our commitment to creating workplaces that work for everyone.

Instead of fight or flight, take the “finesse” approach

To make meaningful progress, organizations must move beyond a reactive approach to inclusion and instead focus on systemic change, including scenario planning.

Catalyst proposes what we call the “Finesse” approach to drive critical inclusion outcomes while making shifts to language and strategy where needed. As the Meltzer Center for Diversity, Inclusion, and Belonging describes, this may involve a shift from “lifting” historically marginalized groups to “leveling” the playing field for all talent.

One way to embed this thinking into workplace culture is through the Values, Open, Close (VOC) framework. Companies must stay true to their organizational values, ensure open opportunity—making sure no one is left out of the benefits of a thriving workplace—and actively close opportunity gaps so that all employees can succeed. If gaps persist, a true merit-based system is impossible. ??

Start with creating an inclusive culture and optimizing your talent.

As workplaces evolve, culture must change with it

Workplaces are being redefined and transformed by shifts in technology, talent, and expectations. For companies to be innovative and competitive, inclusive workplace cultures are more important than ever.

?? The latest inclusive workplace trends show that organizations can build cultures of inclusion that are adaptable, sustainable, and deeply embedded into the fabric of how work gets done. Whether it’s leadership transformation or breaking down masculine stereotypes, there is a myriad of strategies to build inclusive workplaces of the future.

In particular, the impact of AI on the workplace is top of mind for many organizations. Catalyst’s recent podcast episode explores how AI is reshaping workplace inclusion and what leaders can do to foster fairness and ground down in data. Guests Patrice Njoh, MBA PMP and Kike Ojo-Thompson from 德勤 tell us it’s critical to ensure that new technologies do not reinforce biases or create new barriers.

Attract the best talent: remove barriers for all employees

Inclusion isn’t just about culture—it’s also about how organizations support and optimize talent. Creating a workplace where all employees can succeed requires intentional strategies that address different needs. Companies that want to retain and develop top talent must ensure their policies reflect the realities employees face.

February is Black History Month in the US and Canada, and it’s an opportunity to reflect on how Black employees continue to face career opportunity gaps globally, with Catalyst survey respondents citing a lack of mentors, sponsors, and performance feedback. Auditing your feedback and instructing managers to regularly provide it can help remove systemic obstacles to retention and career advancement. ??

Effective caregiver support policies can also significantly impact retention and productivity. In light of a caregiving crisis in many regions, companies can make meaningful change by addressing the unique challenges caregivers face in the workplace. Similarly, empowering frontline employees through Employee Resource Groups (ERGs) can provide critical support for those in roles that are often overlooked in traditional inclusion efforts.

At a time when the conversation around inclusion is shifting, organizations have a choice: step back or step forward. ??♀?

Companies committed to fostering workplaces where all employees feel valued and included will be the ones that thrive into the future.

One way to get started: take an idea or resource shared above and discuss it with a colleague. Which one would you pick? Let us know in the comments!???

• DEI isn’t biting the dust—it's rebranding. Authors Kenji Yoshino and David Glasgow argue that while many companies appear to be in full retreat from DEI, in reality they’re morphing into something new. LA Times
• Women have education; now they need experience. While women achieved educational parity with men more than 40 years ago, they continue to fall behind men when it comes to “experience capital” in the workplace. And the reasons why are systemic. HBR
• Corporate allyship requires action. New research indicates that Black consumers perceive corporate allyship as genuine only when companies demonstrate consistent commitment through actions, not just statements. Columbia Business School
• Women's pensions lag behind men's. A recent study reveals that women's pension savings are, on average, ￡89,000 less than men's, highlighting a widening gender gap in retirement funds. The i Paper
• Rise in women breadwinners in Canada. An increasing number of Canadian women are becoming the primary earners in their families. However, societal expectations and workplace structures have not fully adapted to this shift, leading to challenges in balancing professional and domestic responsibilities. The Globe and Mail

The 2025 Catalyst Awards Experience (Conference & Dinner)?

Map the future of inclusion—together! On 11 March, join us for the annual Catalyst Awards Experience, a transformative learning and community-building event dedicated to championing workplaces that work for everyone. Make career-long connections and dive into conversations that will define the future of workplace inclusion.?

?? GRAB VIRTUAL TICKETS???

Celebrate International Women’s Day with Catalyst!?

From honoring women’s achievements with the engaging, region-specific Her-Story Trivia Challenge to joining us live on our 5 March webinar, there are many ways to get involved. Discover how you can support and empower women while taking decisive steps to?accelerate action?for inclusive workplaces.?

?? ACCESS RESOURCES ??

Dear Catalyst,? ?

As a longtime manager at a large corporation, I support the idea of having a fairer and more inclusive workplace, but sometimes it seems like initiatives around that focus on underrepresented groups, and as a man, I’m not always sure where that leaves me. Do you have any advice??

— Feeling Left Out

Dear Feeling Left Out,?

Thank you for reaching out with such an important question. First, know that you’re not alone—many men have shared similar concerns about their place in inclusion efforts. The curiosity, courage, and commitment you are showing by asking a question like this is a great place to start. ?

At Catalyst, we know that inclusion is not a zero-sum game. True inclusion benefits everyone, including men. In fact, that is one of the underpinnings of MARC (Mutual Accountability, Real Change), which invites and equips all employees to be actively involved in workplace inclusion.??

We see in our research and work with hundreds of leading global organizations that when this kind of engagement happens, companies benefit from stronger cultures of collaboration, innovation, and overall business success—and individuals benefit, too. For men, this includes lower levels of anxiety and sleep problems and improved engagement and relationships.?

Here are a few ways you can engage:?

1) Add inclusive leadership behaviors to your managerial toolkit. Catalyst’s Leading Outward, Leading Inward model highlights key behaviors that foster inclusion: leading with accountability, humility, curiosity, and a commitment to fairness. As a manager, you have an outsized impact on the experiences of your team members. Use that influence to help drive inclusion and watch team engagement, innovation, and collaboration go up in turn.?

2) Your voice has power, use it. When men actively advocate for workplace inclusion, it leads to more sustainable progress for everyone. This could mean challenging exclusionary behaviors when you see them, celebrating examples of inclusion in action, or making inclusive values a more explicit part of activities like team meeting norms. Don’t see a place for yourself in your organization’s current inclusion initiatives? Let them know and ask how men can get involved.??

3) Engage in dialogue. It’s natural to have questions about where you fit in, and one of the best ways to learn is by listening and engaging in conversations. Ask colleagues about their experiences and share your own perspectives. Being open about your journey can help create space for others to do the same.?

4) Recognize how inclusion benefits you, too. A common misconception is that inclusion efforts are only about helping certain groups. In reality, inclusive workplaces benefit everyone by fostering better team collaboration, reducing burnout, and improving employee engagement. When everyone—men included—feel valued and heard, workplaces thrive.?

Your voice and leadership are crucial in making workplaces truly inclusive. Instead of seeing yourself as an outsider, consider yourself a partner in progress. The more men who engage in these efforts, the more effective and sustainable they will be.?

Thanks for your commitment to this work!

— Alix Pollack (Head of Knowledge Transformation & Solution Development)?

Want to be featured in next month’s newsletter? Drop us a question in the comments! Let’s co-create solutions to shape the future of work together.

What is pay equity? With #EqualPayDay in the US approaching soon on 25 March,?it’s as good a time as ever for a refresher on the global issue of pay equity for women in the workplace. Check out our video on the subject featuring Catalyst expert Andrew Grissom (Director, Community Growth).

Women have been change-makers across every field—science, politics, culture, technology, and more. With International Women's Day and?Women’s History Month?coming up in March, let's celebrate the remarkable contributions women have made to society, starting with businesswoman and civil rights activist Viola Desmond. Learn more about Viola!?