Borderless had the pleasure to meet Deborah Gillis, President and CEO of Catalyst, when we shared the stage as panelists on the topic of Diversity during a recent European Petrochemical Association (EPCA) event. Captivated by her insights, we thought we’d keep the conversation going here in the Borderless Leader!
Catalyst is a leading research and advisory organization working to change workplaces and improve lives by advancing women into business leadership. It offers research, events, tools and services that raise awareness of how diversity benefits businesses and provide guidance on how to enact change.
Deborah, you have made the topic of women’s leadership a priority throughout your career. Why is that?
My interest in women’s leadership dates back many years, as a result of my experiences working in traditionally male-dominated industries. In my political career, I was also involved in employment equity and social justice issues. I’ve therefore seen the business and legislative challenges associated with this topic.
I have had some really wonderful opportunities in my career, and I want to “pay it forward”. I saw myself as a role model for the first time when I was a political candidate. A man turned to his young daughter and said “See she’s running for office.” The little girl replied: “But I thought only boys could do that.” This highlighted the adage “You can’t be what you can’t see,” and I find it to be a great motivator. My role at Catalyst has only strengthened my determination.
What are some of the most interesting findings you have learned from Catalyst’s research into gender leadership?
One of the most eye-opening findings busts the myth that women do just fine in their careers up until the moment they hit “the glass ceiling”. It’s simply untrue. The challenges faced by most women begin with their first job. We have seen that when a post-MBA female takes on her first role, she likely earns less than a male counterpart with an equivalent degree and skill set. This sets her back from the very start of her career.
We have been exploring what’s underneath that. Research shows that when it comes to development opportunities, men get larger projects, larger budgets, more visibility towards leadership, and receive assignments that are considered more mission-critical. Women are not set up for success in the same way, so more focus needs to be placed on this.
Finally, there is an important distinction between a mentor and a sponsor. A mentor talks to you and offers advice. A sponsor talks about you and promotes your abilities. Women are over-mentored and under-sponsored.
Can you offer some tips to help organizations attract and retain female leaders?
Can you offer tips for women who aspire to Non-Executive Board roles?
About Deborah Gillis
Deborah is the fourth President in Catalyst’s 52-year history. She is also the first internal successor from within Catalyst’s ranks to hold this office.
Her career at Catalyst includes roles as Chief Operating Officer and Senior Vice President, Membership and Global Operations, where she led Catalyst’s global growth strategy and expansion into India and Australia. Prior to Catalyst, Deborah spent more than 20 years advising decisions-makers in the public and private sectors, including management roles in two multi-national firms. A thought leader and advocate, she twice served as a candidate for elected office, and has made coaching and mentoring of women in her business and political life a personal priority.
At a recent training I was facilitating, I invited people to ask me anything anonymously using polling technology. While the questions always give me great insight into where people are struggling with issues of diversity, equity and inclusion (DEI), this question seemed more universal: “What do I do if my manager is not inclusive?”
Our society’s tendency to look to men for expertise is one of the things that holds women back in our careers. But we can all help give women’s knowledge and accomplishments greater visibility, which will cause people of all genders to view women as experts and turn to women for expertise more.
Right now, diversity, equity, and inclusion (DEI) initiatives are under growing scrutiny. Some companies are pulling back from DEI initiatives amid nervousness around shareholder activism and possible investor or customer pushback. Highlighting the benefits of DEI to an organization’s performance and the wellbeing of employees is the best way to address this negativity.
