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we explore the challenges posed by difference – by gender, generation, culture, and sexual orientation

RESEARCH & INSIGHTS

Through our research, we explore the challenges posed by difference – by gender, generation, culture, and sexual orientation – and map solutions for both individuals and their employers.

In particular, we aim to:

  • Affirm and bolster the business case for diversifying leadership
  • Identify, through robust research, the underlying impediments to the full utilization of the talent spectrum
  • Reveal the mechanisms by which inequities can be addressed
  • Harvest and share best practices across industry sectors.

Our research spans a variety of talent streams, industries and geographies.

  • TALENT STREAMS
  • INDUSTRIES
  • GEOGRAPHIES

Women

LGBT

Multicultural talent

Generations

Financial Services

Life sciences

Technology

Emerging Markets

Germany

Japan

United States

United Kingdom

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Easing Racial Tensions at Work

Race discrimination outside of the workplace affects the majority of employees of color. Yet, while employees carry this pain to work, they cannot unburden themselves: more than two out of three are currently uncomfortable discussing race relations, and 29 percent feel it is never acceptable at their company to speak about experiences of race-based bias. Easing Racial Tensions at Work measures not only the cost of this silence, but also offers a trove of tactical ways to break it—and quantifies the benefits of doing so. (6/8/2017, Report - 51 pages)

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Sponsors: BP, Crowell & Moring, Ernst & Young LLP, Interpublic Group, Johnson & Johnson, New York Life, PwC

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Latinos at Work: Unleashing the Power of Culture

The Latino market is huge and growing with Latino buying power estimated to reach $1.7 trillion within the next 4 years. Multinational companies based in the US are desperate to unlock this growth market. The key? More insight from those who represent it. Yet, CTI study Latinos at Work: Unleashing the Power of Culture, finds that Latino professionals are checking their heritage at the door.  The vast majority of Latinos repress certain aspects of their personas in the workplace and those who expend a great deal of energy doing so are also more likely to feel they are being promoted quickly. The study makes clear that individuals as well as companies pay a price when Latinos cannot bring their full selves to work. In other words, repression has implications on the bottom-line. The study outlines the problem and the potential market loss and highlights what companies can do to leverage and support Latino talent., Report - 50 pages)

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Sponsors: American Express, Bank of America, BP, Chubb, Freddie Mac, MetLife, Morgan Stanley, Wells Fargo

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Cracking the Code: Executive Presence and Multicultural Professionals

Being a top producer or performer isn't enough: you must have executive presence (EP) in order to be considered for positions of authority. Yet, because senior leaders are overwhelmingly Caucasian, multicultural professionals find themselves at an immediate disadvantage in trying to look, sound, and act like a leader. In this report, CTI unpacks the impediments to achieving EP for the multicultural professional - and reveals what people of color and their organizations can do to transform its ill - defined tenets into a more transparent, teachable skill set. (12/1/2013, Report - 78 pages)

Please learn more about our consulting partner's, Hewlett Consulting Partners, offering on this topic.

KEY FINDINGSPRESS RELEASE

Sponsors: Bank of America, Chubb Group of Insurance Companies, Deloitte, GE, Intel Corporation, McKesson Corporation

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Vaulting the Color Bar: How Sponsorship Levers Multicultural Professionals into Leadership

An era of vibrant diversity is rewriting our culture, schools, workplaces and history. But more than a decade into the twenty-first century, talent of color are not breaking into the top executive ranks in numbers proportionate to their achievements and demographic mass. To move past lingering bias and subtle exclusion, people of color need the powerful advocacy of sponsorship. This robust relationship capital drives engagement and retention, fostering workplaces of inclusion, authenticity and innovation. Sponsorship levers talent of color and syncs progressive organizations with a rapidly diversifying world.

 

Hewlett Consulting Partners and the Center for Talent Innovation partnered with Nomadic Learning to teach employers how to build a culture of sponsorship at their organization. Learn more about this online platform here. (10/1/2012, Report - 80 pages)

Please learn more about our consulting partner's, Hewlett Consulting Partners, offering on this topic.

KEY FINDINGS

Sponsors: American Express, Bank of America, Bristol-Myers Squibb, Deloitte, Intel, Morgan Stanley, NBCUniversal

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Asians in America: Unleashing the Potential of the "Model Minority"

Asians in the United States have long been viewed as a "model minority," lauded for their hard work, ambition and impressive qualifications. At the same time, this highly credentialed talent pool seems to come up against a “bamboo ceiling” that prevents them from breaking into upper management positions. Why are so few Asians reaching the top? In this study we explore the dynamics that keep Asians from fully realizing their potential. (7/1/2011, Report - 42 pages)

KEY FINDINGS

Sponsors: Deloitte, Goldman Sachs, Pfizer, Time Warner

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Sin Fronteras: Celebrating and Capitalizing on the Strengths of Latina Executives

This study showcases the strengths of Latina executives. Drawing upon a heritage that is rich in transferable skill sets – work ethic, collaborative leadership, cultural fluency – Latinas have extraordinary potential in the executive suite. Potential is the key word here. The fact is, many of the rich assets Latinas bring to the workplace are either ignored or denied by employers. Negative stereotypes are alive and well – impeding progress, undermining trust and increasing “flight risk” among Latinas. (CWLP October 2007) (10/1/2007, Report - 20 pages)

Sponsors: Booz Allen Hamilton, Cisco, Credit Suisse, General Electric, Goldman Sachs, Johnson & Johnson, Time Warner

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Global Multicultural Executives and the Talent Pipeline

In recent months violence and turmoil in different parts of the world-from race riots in France's ethnic ghettos to protests after the publication of cartoons of Muhammad, to American outrage at botched relief efforts for Hurricane Katrina that left mostly black victims to fend for themselves-have highlighted the ongoing challenge posed by difference and discrimination. These events capture not only the impact of prejudice, but also the need to look closely at what is going on in the labor force and talent pool- where lack of opportunity is felt by non-whites and women from the very bottom on up to the very top rungs of power. The data showcased in this study describe an enormous opportunity: multicultural executives rich in human and cultural capital. But they also describe serious challenges: how to realize this new stream of talent with its enormous leadership potential. This is a wake up call for global corporations. (4/1/2006, Report - 20 pages)

Sponsors: Citigroup, General Electric, PepsiCo, Time Warner, Unilever

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Invisible Lives: Celebrating and Leveraging Diversity, in the Executive Suite

Detailed findings of the research underlying in "Leadership in Your Midst" are the basis of the Center for Work-Life Policy Special Report. (CWLP, November 2005) (11/1/2005, Report - 61 pages)

Sponsors: General Electric, Time Warner, Unilever

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Leadership in Your Midst: Tapping the Hidden Strengths of Minority Executives

Minority professionals often hold leadership roles outside work, serving as pillars of their communities and churches and doing more than their share of mentoring. It’s time their employers took notice of these invisible lives and saw them as sources of strength. Our new research underscores that the lives of minority professionals are rich with experience that goes unleveraged by their employers. But they also reveal a startling fact: These lives remain invisible largely by choice. For many reasons, minority professionals are reluctant to speak of their outside pursuits and accomplishments to colleagues and managers. We are left with a dual challenge: Companies can’t leverage what they don’t see – and they can’t see what is purposely concealed. Case studies reveal innovative solution sets. (Harvard Business Review, November 2005) (11/1/2005, Harvard Business Review Article - 9 pages)

Sponsors: General Electric, Time Warner, Unilever