Celebrating Women in the Workplace Who Promote Systemic Change

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Executive Summary

For Women's History Month, Catalyst staff members share insights on how leaders can help create systemic change at work.
In celebration of Women’s History Month (March in the US, UK, and Australia), Catalyst is recognizing people committed to diversity, equity, and inclusion (DEI) and respectful and rewarding work environments who create a powerful force leading to a massive wave of change—what we call the Catalyst Effect. Two staff members of the Catalyst community—Paula Hornbaker, Product Executive and P&G Secondee, along with Julie Nugent, Senior Vice President, Global Corporate Services and Community—shared their own examples of the Catalyst Effect in their lives. Supporter companies can learn more in the webinar recording for Driving the Catalyst Effect: Women Leaders Cultivating Workplace Equity. We reached out to hear more and continue the conversation.
Please tell us about someone who embodies the Catalyst Effect who has made a difference in your workplace, past or present.
Paula Hornbaker: Two leaders represent the Catalyst effect.?As I reflected, these individuals embody the following key behaviors that inspired me and ultimately made a difference at work.?First, they strive to make?human connections?by being authentic, approachable, and present when visiting a workplace or engaging with employees.?Next, they?exhibit courage?by consistently leveraging an opportunity or their position to voice awareness and influence action on inclusion initiatives.?Third, their?messaging is measured—simple but thoughtful—to drive connection and relevance across all audiences?that ultimately?lead to action.
Julie Nugent: I’ve been fortunate to have had many sponsors throughout my career. One woman leader in particular took a chance on me early on, promoting me into a global stretch role. She told me that she knew I had the right skills and that she saw huge potential in me. A few months in, I remember sitting in her office, questioning my abilities to lead a huge project. She listened quietly and then said, “I believe you can do this. You need to believe in yourself too and not look back. You’ll be great.” Her confidence in me made all the difference, and I didn’t look back from that moment! I’ll never forget her quiet wisdom and her sponsorship of me. To this day, I talk about using past experiences as learning moments to better inform the future—and focusing on that future and not getting stuck on what happened in the past.
What is the number one thing organizations can do to promote gender equity in the workplace?
Julie Nugent: Engage in conversations about barriers, success strategies, and even how success is defined—across genders. It’s critical to understand diverse perspectives and be transparent about any challenges to ultimately overcome them. Also, support a sponsorship culture. While formal programs can be really powerful to promote greater gender equity, it’s also essential to build a sponsorship culture where others lift people up and are?intentional?in how they champion and advocate for talent.
Paula Hornbaker: I recommend making it a convention to understand the impact of practices, policies, procedures and even the physical workplace through a gender lens.??As learned in my work with Catalyst’s Frontline Employees Initiative, being present and connected to employees, experiencing the work through their eyes, and reflecting on the experience gained provides a new and contextual perspective that will inform your actions and help you create a better experience for all employees.
Read key takeaways from the Catalyst webinar, Driving the Catalyst Effect: Women Leaders Cultivating Workplace Equity, and 7 Things You Can Do for Women at Work, Including Yourself, This International Women's Day.
Here's what webinar participant Denine Das, VP of Global Inclusion, Scotiabank, had to say.