Breaking with Tradition

How media shapes the way we work

In this episode of Breaking with Tradition [https://catalyst-uat.contentstackapps.com/breaking-with-tradition-podcast/?live_preview=02cec54009164b209e94998cd8b9ebd1&content_type_uid=article_page&entry_uid=bltf1947adca37687c2], we sit down with Charlene Polite Corley, VP of Inclusive Insights at Nielsen, to explore the powerful feedback loop between media and the workplace. We’ll unpack how media influences everything from the culture we work in, to the managers we emulate, to the leaders we aspire to become.    Charlene brings fresh data and cultural insight to the conversation, helping us understand how Gen Z’s media diet is reshaping how a new generation sees leadership, labor, and inclusion. We’ll also reflect on key cultural moments that have shifted the narrative around women in leadership and what their popularity reveals about our collective expectations.  Whether you’re a pop culture junkie or a workplace changemaker, this episode will challenge you to rethink the stories we consume—and the ones we live out at work.  The views expressed by our guest are their own and do not necessarily reflect those of Catalyst.  HOST AND GUESTS  Charlene Polite Corley, VP, Inclusive Insights, Nielsen    Charlene Polite Corley is a researcher, thought leader and speaker that’s passionate about representation in media. She combines data and storytelling to amplify the power of historically excluded audiences. Her work showcases media trends and the influence of Black culture to highlight opportunities for brands and programmers to connect through inclusion.  She is a graduate of Florida A&M University and has over 15 years of experience across multiple media, sales and market research roles. As VP, Inclusive Insights at Nielsen, Charlene is the lead researcher for Black/African American audiences on the Business Impact, Inclusion & Belonging Thought Leadership Team. Charlene’s work has been featured on Good Morning America [https://www.goodmorningamerica.com/video/113281217], Essence [https://www.essence.com/news/money-career/black-creators-nielsen/], eMarketer [https://www.youtube.com/watch?v=syomWSLkJ-o&t=41s], Cannes Lions [https://events.tubi.tv/tubicannes2025#g-655842495], SXSW [https://www.nielsen.com/news-center/2022/nielsen-at-sxsw-2022-the-native-representation-tv-needs/] and more [https://linktr.ee/CharlenePoliteCorley].  LinkedIn profile [https://www.linkedin.com/in/charlenepolitecorley/]  Victoria Kuketz, Director, Corporate Engagement, Canada, Catalyst  LinkedIn profile [https://www.linkedin.com/in/victoriakuketz/]  Tara Van Bommel, Senior Director, Head of Research, Catalyst  LinkedIn profile [https://www.linkedin.com/in/tara-van-bommel-phd/]  IN THIS EPISODE  * 1:10 | Trends in women behind & on the screen. Tara, Victoria, and Charlene break down the latest data.  * 4:32 | Where's the best representation on TV? Charlene shares her favorite shows where women get to lead and break the mold.  * 13:55 | Nostalgic shows, Gen Z, and work. How do throwback series like Friends shape what Gen Z expects from work today?  * 21:48 | The influence of caretaking portrayals. How shows like Bluey are changing the game.  * 26:01 | Media moments that shifted the narrative. Iconic shows and movies that made us rethink what women’s leadership can look like.  * 28:24 | Balancing entertainment & accuracy. Mixing real-life issues with entertainment can actually help break down barriers at work.  FAVORITE MOMENTS * 13:10 | Charlene: On the other hand, the magic of television, film, and media is also about showing aspiration. I love the example—maybe it was last year or a couple of years ago—about Generation Connie: just seeing Connie Chung on screen delivering the news inspired an entire generation of Asian women to be named Connie. Sometimes, simply seeing a path or something to aspire to is so critical. My personal example is seeing A Different World on screen—that’s a big part of why I chose to attend an HBCU. Seeing that environment and the centering of my culture was really foundational for me. So I think that matters just as much as shining a light on the real things happening to real women.  * 15:03 | Charlene: [Throwback television shows] are like the archival footage showing how things used to be, along with outdated behaviors. I hope that Gen Z is evaluating them through a modern lens and saying, "My gosh, is that what they used to say? Is that how they used to act? Let’s not do some of those things and maybe break those patterns.” I think it’s an opportunity to audit how we used to be—carry forward the good and find opportunities to improve.  * 18:25 | Charlene: When I think about early career experiences, and how being in an office or moving to a new city shaped my lifestyle and how I learned to be part of a company—that might not be the standard anymore. Media may actually be filling in a lot of those gaps now. Like, how do I step into a negotiation? Should I ask for a raise? Those might be questions answered or inspired by the content we consume today.  * 22:23 | Charlene: One of the things I really love about [Bluey] is how active the father is. There are times when the mom is out working and it’s the dad’s turn to lead. It subtly repositions some legacy thinking around whose career takes priority, what caregiving and childcare should look like, or what parental leave might be. And again, it’s not hitting you over the head—but for this to be one of the most streamed programs, it’s showing some really healthy, modern ways of parenting and caregiving… even though it’s about blue dogs from Australia.  * 28:47 | Charlene: One of the risks [in prioritizing entertainment over accuracy] is that we continue to miss moments where, in everyday life, I might not have the chance to interact with someone facing a particular issue or experience. But through this program, I might learn about a historical barrier or a trend that’s now showing up in today’s workplace. There’s an opportunity to tell stories rooted in reality that introduce people to perspectives they might otherwise miss. And that’s one of the magical things about media and storytelling—when it’s grounded in accuracy, it just hits differently.  * 30:50 | Charlene: The magic [of TV], of course, is that you can also show up in a wild, imaginary world—as the captain of a starship or a morally gray attorney. There are all these ways women can continue to show up, break barriers and defy stereotypes. I think the sweet spot is mixing a little bit of that reality with the fantastical to really grab and hold people’s attention.  MENTIONED ON THE POD  * SDSU Center for the Study of Women in Television and Film: Boxed In: Women On Screen and Behind the Scenes on Broadcast and Streaming Television in 2023-24 [https://womenintvfilm.sdsu.edu/boxed-in-women-on-screen-and-behind-the-scenes-on-broadcast-and-streaming-television-in-2023-24/]  * Deadline: ‘Bluey’ Tops Streaming Rankings Dominated By Acquired Titles From ‘Supernatural’ To ‘South Park’ In First Half Of 2025, Nielsen Says [https://deadline.com/2025/07/nielsen-streaming-first-half-2025-rankings-bluey-supernatural-south-park-1236456896/]  * Nielsen: Connecting through culture with Black audiences [https://www.nielsen.com/insights/2025/connecting-through-culture-black-audiences/]  CATALYST INSIGHTS YOU CAN USE  * Black women still face a glass cliff, fixing workplace systems [https://www.catalyst.org/insights/2024/black-women-glass-cliff-workplace-systems]  * Risks of retreat: The enduring inclusion imperative [https://www.catalyst.org/insights/2025/risks-of-retreat-report]  * Inclusive hybrid actions for organizations and managers [https://www.catalyst.org/insights/2025/managers-and-organizations-hybrid-inclusion-tool]  * 10 Inclusive Workplace Trends Shaping Success in 2025 [https://www.catalyst.org/insights/2025/10-inclusive-workplace-trends]  * Podcast: What does Gen Z want in a workplace? [https://www.catalyst.org/insights/2024/podcast-episode-103-gen-z-workplace]  * Why your company needs gender partnership & how to make it happen [https://www.catalyst.org/insights/2024/your-company-needs-gender-partnership-infographic]  * 5 takeaways from men: Gender partnership at work [https://www.catalyst.org/insights/2024/marc-barbie-fear-imperfection-equity]  * Men at Work, a book by Catalyst [https://www.catalyst.org/insights/men-at-work-book]

The state of play for women in business

Welcome to Season 1, episode 10 of Breaking with Tradition [/breaking-with-tradition-podcast/], Catalyst’s podcast that explores trends and ideas that will impact the future of the global workplace. This episode marks the end of our first season and is called The state of play for women in business. In 2025 so far, conversations about workplace culture are increasingly shaped by debates over leadership styles and gender dynamics. Some argue that corporate culture needs to re-embrace so-called "masculine energy," while others advocate for a more inclusive approach. But what does this mean for women in the workplace today? In this season finale, host Victoria Kuketz sits down with Emma Hinchliffe, reporter for Fortune’s Most Powerful Women daily newsletter, to discuss the current landscape for women at work. They'll explore the rise of women in leadership—including the record-breaking number of women Fortune 500 CEOs— and highlight some of the most influential people Emma has profiled in recent months. Plus, they’ll examine promising trends in women’s sports and business, and what these shifts signal for the future of the workplace. Join us for an insightful conversation on the challenges, victories, and next steps for women in the workforce. The views expressed by our guest are their own and do not necessarily reflect those of Catalyst.  HOST AND GUESTS    Victoria Kuketz, Director, Corporate Engagement, Canada, Catalyst  LinkedIn profile [https://www.linkedin.com/in/victoriakuketz/]    Emma Hinchliffe, Senior Writer, Fortune and Co-chair, Fortune Most Powerful Women  Emma Hinchliffe is a senior writer at Fortune, where she covers women in business and gender issues across business, politics, and culture. Emma is the author of Most Powerful Women Daily [https://fortune.com/newsletters/mpw-daily?&itm_source=fortune&itm_medium=author_bio&itm_campaign=mpw_daily&itm_content=emma_hinchliffe] (formerly the Broadsheet), Fortune’s daily newsletter for and about the women leading the business world. She is a co-chair of Fortune’s Most Powerful Women Summit, where she’s interviewed everyone from Fortune 500 CEOs and US politicians to Hollywood stars, and previously co-chaired Fortune’s MPW Next Gen Summit and the Fortune/US Department of State Global Women’s Mentoring Partnership. Her work, which includes magazine features with subjects ranging from Meta and CVS Health to Canva and the WNBA, has been honored by the Silurians Press Club. Before joining Fortune, she worked as a reporter for Mashable and the Houston Chronicle. She is a graduate of Georgetown University and lives in Brooklyn, NY. LinkedIn profile [https://www.linkedin.com/in/emmahinchliffe/]  IN THIS EPISODE  * 1:48 | Tell us about yourself! Emma talks about her work at Fortune and its longtime commitment to featuring women in business.  * 3:10 | The comeback of “masculine energy?” 2025 started off with a surprising cultural shift—Emma and Victoria break it down.  * 6:42 | Women leaders hit record high. Is the recent uptick in women leading Fortune 500 companies a trend or anomaly?  * 9:10 | A positive trend for 2025: women’s sports. This fast-growing, high-impact audience is a big opportunity for brands.  * 12:29 | The leading women in business. Emma breaks down some of her favorite profiles on influential women, including Savannah James and Emma Bates.  * 17:17 | How does Fortune break with tradition? Emma talks about the impactful history of the Most Powerful Women community.  FAVORITE MOMENTS * 4:09 | Emma: When I think about “masculine energy,” it’s a pretty narrow definition of masculinity—This idea of aggression and bringing aggression into the workplace. I think we’ve seen a lot of positive depictions of masculinity over the past several years, whether it’s supportive spouses supporting their partners in their career, supportive fathers, or just men supporting women around them who they have no familial relationship to at all.  * 9:15 | Emma: Well, sports has been a really interesting place over the past few years, because as a lot of folks have pointed out, while the legal landscape has changed, the research around what consumers want has not... It's an audience where you get a bang for your buck. The price tags on these spots and team sponsorships are still much, much lower than in men's sports, but they have really significant outcomes for businesses depending on what their business goals are. It is an area that is fast-growing and has a lot of potential for businesses.  * 10:24 | Victoria: Women's sports is a space where women can recognize the opportunity to step up, support one another, and invest their dollars, intention, time, and attention into these initiatives.  * 11:10 | Emma: When you're looking at the influencer landscape and influencer marketing, female athletes are the most effective category of influencer, bar none. They move product like no one else... And that's something about the respect that people have for female athletes. They know that they're up against challenges. And so, people really trust what these female athletes have to say, which is a huge opportunity for brands.  * 14:36 | Victoria: In our modern day, we often define ourselves by what we do between 9 and 5, when in reality, our identities are so much more. And despite our progress, we still tend to undervalue the role that women who create successful homes play in our corporate spheres as well.

Workplace inclusion in the age of AI

Welcome to Season 1, episode 9 of Breaking with Tradition [https://www.catalyst.org/breaking-with-tradition-podcast/], Catalyst’s podcast that explores trends and ideas that will impact the future of the global workplace. This episode was filmed live at 2024 Catalyst Honours [https://www.catalyst.org/events/honours] and is called Workplace inclusion in the age of AI. The way we approach workplace inclusion is evolving at lightning speed, driven by socio-political pressures and the rapid advancement of AI. Without careful design, AI can reinforce existing biases—elevating some perspectives while sidelining others and creating new challenges for distinct groups, such as Black communities. But when used intentionally, AI can be a powerful force for innovation, helping businesses attract top talent and build stronger, more diverse teams. Join host Victoria Kuketz as she sits down with Patrice Njoh, Partner, Deloitte Canada and Kike Ojo-Thompson, Partner, Human Capital at Deloitte, to explore the risks and opportunities AI presents for workplace inclusion. Together, they dive into some of the latest research, including the role of inclusive leadership and strategies for companies to harness AI as a tool for innovation and fairness. AI is changing the way we work—let’s make sure it changes our work for the better. Tune in now and be part of the conversation. HOST AND GUESTS    VICTORIA KUKETZ, DIRECTOR, CORPORATE ENGAGEMENT, CANADA, CATALYST  LinkedIn profile [https://www.linkedin.com/in/victoriakuketz/]  PATRICE NJOH, PARTNER, DELOITTE CANADA  Patrice Njoh is a Partner in Deloitte’s Technology & Transformation Consulting Practice with over 15 years of experience in strategic consulting, change management, and transformation. She specializes in leading large-scale change efforts, particularly in financial services and the public sector. Patrice focuses on aligning clients' business objectives with technology-driven transformations and high-performance culture shifts. She advocates for diversity, equity, and inclusion, co-leading Deloitte’s Black Action Council. She is also a certified PMP and PROSCI professional, contributing to Deloitte’s transformation initiatives across Canada. Patrice has authored several white papers on transformational change, leadership, and EDI.   LinkedIn profile [https://www.linkedin.com/in/patricenjoh/]    KIKE OJO-THOMPSON, PARTNER, HUMAN CAPITAL, DELOITTE LLP   Kike Ojo-Thompson is an award-winning equity thought leader, renowned for her expertise in organizational and system change. For more than 25 years, she has guided public and private organizations across a broad range of sectors toward more equitable outcomes.  Eager to bring her transformative impact to more organizations, Kike founded the KOJO Institute, which has now joined Deloitte Canada, where Kike is Partner in the Human Capital practice. For every client, Kike develops and facilitates bespoke DEI strategies designed to address inequities while supporting critical business outcomes like diverse recruitment and retention, employee engagement, and establishing an equity-informed organizational culture.  LinkedIn profile [https://www.linkedin.com/in/kike-ojo-thompson/]    IN THIS EPISODE * 1:12 | Tell us about yourselves! Patrice and Kike talk about how they work with digital transformation at Deloitte and why.  * 3:53 | Breaking down the research. New reports from Deloitte provide guidance for inclusion professionals on how to intentionally implement AI.  * 7:52 | AI challenges for Black communities. How do we navigate the existing trust gaps while also exploring the opportunities that AI has to offer?  * 14:15 | What does responsible AI look like? Using outcomes to drive design, mitigating bias, democratize access, safeguard data and privacy, and more.  * 16:35 | AI literacy. Where do we start, and how do we approach upskilling and reskilling our employees to use AI?  * 20:27 | New opportunities for inclusion professionals. What upskilling and reskilling opportunities exist specifically for inclusion-focused employees?  * 24:44 | The future of AI in the inclusion landscape. Personalization, breaking down barriers, and improving data. FAVORITE MOMENTS  * 6:33 | Kike: What Chief Diversity Offers (CDOs) are going to need to be clear about is that being responsive is a critical part of the role. What I mean by that is a really simple question: 'What problem or problems am I trying to solve?' So, we're not just doing an inclusion program for the sake of it—it needs to be responsive. This is a very serious point in our journey with equity work, and the work has to be responsive to data, responsive to outcomes, naming the issues, naming the direction we're trying to head in, and being clear. Exposure, reach, and access—all of that is going to be really important for CDOs going forward. * 9:27 | Patrice: When we think about the spoils and benefits of AI, who is it benefiting and who is it not? Those roles are predominantly held by equity-deserving individuals. We're talking about front-end food counter support attendants and some general business-support roles, where we see an overrepresentation of Black professionals. If we're looking at the future and saying these things are going to be automated, how are we proactively upskilling, reskilling, or redesigning work in a way that takes advantage of all the unique skills these individuals have and hopefully repositioning them in a different way? * 14:25 | Patrice: I think responsible AI means intentionally thinking about how we design, use, and continue to grow these solutions in a way that supports our society. The word ‘intentional’ is by design—it means we’re not letting AI happen to us, but rather thoughtfully shaping its outcomes. That requires designing the future in collaboration, considering bias mitigation, community engagement, data privacy, and the sources of our data—where they come from, how they’re generated, and how we ensure their completeness and representation. * 16:50 | Patrice:We’ve been having conversations with executives and leaders about how to bring people along the adoption curve, but the real starting point is trust. Before even thinking about scaling AI tools, we need to get people comfortable using them. It’s like when we first got iPhones—there was hesitation. Can I touch the screen? Will it break? That initial uncertainty is natural. The more we expose people to AI tools and involve them in their application, the more we build trust and confidence in using them effectively. * 18:45 | Kike: We were already sitting on a digital divide for particular communities. Add poverty into the mix, and you have a problematic starting place. Now, with AI, we’re at risk of the divide expanding significantly and very quickly. We can't take an equality approach to exposure—we have to take an equity approach, meaning we must be more responsive, especially to those who have historically lacked access to digital resources. * 27:04 | Kike: DEI work has progressed because of evidence, data, and research—our ability to access these resources has been crucial. AI has the potential to catapult our work, making us faster, more responsive, and more effective. From that perspective, I’m excited. AI will be a powerful tool for DEI professionals, enhancing the work they do and the work they need to do in the future. MENTIONED ON THE POD * Deloitte: DEI and AI: Building systems without bias [https://www2.deloitte.com/us/en/pages/about-deloitte/articles/dei-and-equitable-ai.html] * Deloitte: The future is equitable: Balancing the impact of GenAI on Canada's Black communities [https://www2.deloitte.com/ca/en/pages/about-deloitte/articles/black-in-canada-acknowledging-our-past.html] * Government of Canada: Diversity of boards of directors and senior management of federal distributing corporations – 2023 annual report [https://ised-isde.canada.ca/site/corporations-canada/en/data-services/diversity-boards-directors-and-senior-management-federal-distributing-corporations-2023-annual] * Statistics Canada: Experimental estimates of potential artificial intelligence occupational exposure in canada [https://www150.statcan.gc.ca/n1/pub/11f0019m/11f0019m2024005-eng.htm] * UNESCO: One in three researchers is a woman [https://www.unesco.org/en/articles/one-three-researchers-woman] * World Economic Forum: How to stop women falling behind on generative AI in the workplace [https://www.weforum.org/stories/2024/04/women-generative-ai-workplace/] CATALYST INSIGHTS YOU CAN USE * AI and the future of pink-collar jobs [https://www.catalyst.org/insights/2024/podcast-episode-107-ai-and-pink-collar-jobs] * How to use generative AI free of gender and racial bias [https://www.catalyst.org/insights/2024/generative-ai-free-of-gender-and-racial-bias] * Responsible artificial intelligence for inclusive workplaces [https://www.catalyst.org/insights/2024/responsible-artificial-intelligence-for-inclusive-workplaces-explainer] * Use AI to attract a more diverse candidate pool [https://www.catalyst.org/insights/2024/ai-job-candidate-diversity] * Lead outward and lead inward to build an inclusive workplace [https://www.catalyst.org/insights/2019/lead-outward-lead-inward-infographic] * Global CEOs share insights on AI implementation [https://www.catalyst.org/insights/2024/ceo-ai-implementation] * What is ‘responsible AI’? Panelists weigh in [https://www.catalyst.org/insights/2024/artificial-intelligence-bias-perspectives] * Leverage AI while avoiding its risks and biases [https://www.catalyst.org/insights/2024/generative-ai-racial-gender-bias]

Reimagining wellness for a healthier workplace

Welcome to Season 1, episode 8 of Breaking with Tradition [https://www.catalyst.org/breaking-with-tradition-podcast/], Catalyst’s podcast that explores trends and ideas that will impact the future of the global workplace. This episode is called Reimagining wellness for a healthier workplace.  What does it mean to design your workplace with human well-being at the forefront, especially when burnout is costing businesses between $125 billion and $190 billion [https://www.joinpavilion.com/blog/the-real-cost-of-burnout] annually in healthcare expenses and an estimated $2 trillion [https://www.businessinsider.com/employee-engagement-productivity-remote-work-hybrid-burnout-managers-office-expectations-2024-1] in lost productivity?  Join host Erin Souza-Rezendes and guest Jaqueline Oliveira-Cella, creator of 'Health at Work & People [https://www.linkedin.com/newsletters/people-health-benefits-7032062130526777344/]' on LinkedIn, as they take a deep dive into how innovative workplace design can create better workplaces and boost productivity. Together they explore how companies can personalize benefits to meet individual employee needs—whether addressing mental health, physical well-being, or financial security—rather than defaulting to a one-size-fits-all model.    Take a seat and listen to learn how to better craft benefits and cultures that prioritize holistic well-being, create trust through transparency, and address the pressing issues of employee engagement. Discover how companies can move beyond reactive solutions and build a resilient, healthy workforce for the future that strengthens their bottom line.    HOST AND GUESTS  Erin Souza-Rezendes, Vice President, Global Communications, Catalyst  LinkedIn [https://www.linkedin.com/in/erinsouzarezendes/]   Jaqueline Oliveira-Cella is a seasoned leader with over 15 years of experience in the health, employee benefits, and insurance sectors. Jaqueline has held influential positions at global firms such as IBM, Aon, WTW, AIG, and the World Bank Consulting Group, where her commitment to client-centric solutions is enhanced by her actuarial background, design thinking advocacy and compassionate leadership management.  Jaqueline founded wellBe Consulting and initiated the ‘Health at Work & People [https://www.linkedin.com/newsletters/people-health-benefits-7032062130526777344/]’ newsletter on LinkedIn. These collaborations focus on delivering actionable self-advocacy and practical insights into pressing workplace issues like menopause at work, mental fitness, chronic illness, and more.  LinkedIn [https://www.linkedin.com/in/jaquelineoc/]    IN THIS EPISODE  * 1:45 | Tell us about yourself! Jaqueline breaks down her background and her personal definition of “well-being.”  * 6:13 | Burnout costs $$$. What are some first steps companies can take to address it at a systemic level?  * 15:29 | Benefits shouldn’t be one-size-fits-all. How can companies personalize benefits to meet employees where they’re at, especially caregivers?  * 23:59 | What does a truly supportive workplace look like? Jaqueline offers her wish list for the workplaces of the future.    FAVORITE MOMENTS  * 3:46 | Jaqueline: When I think about individual well-being, here is what comes to mind: “I feel good. I feel valued. I feel safe. I feel loved.” And that includes my individual professional, physical, emotional, social, mental, financial, and spiritual well-being... When I think about corporate well-being, instead of saying “I,” we say “we”: “We feel good. We feel valued. We feel connected. We feel safe. We feel like we can flourish at work.”  * 8:06 | Jaqueline: You don't start addressing burnout by going to the solutions. You start by understanding the root causes... Start with the groups that are most vulnerable to burnout, including high performers, and understand what the challenges are.  * 16:13 | Jaqueline: In terms of personalizing benefits, I always start with curiosity... Capture the voice of the employee through surveys, conjoint analysis, interviews—understand all the issues and how it’s impacting them. Then, build the voice of the market. What are the best practices? What are market trends, how is the industry evolving? How do I compete for talent? Third, consider the voice of the business: affordability, sustainability, alignment between benefits and values.  * 25:44 | Jaqueline: The number one action that I would love to see more and more is, let’s understand and train people managers. They are in that beautiful space between business pressure and asks of employees. You need to provide them with the training, the space to succeed, and be rewarded as such.  * 25:44 | Jaqueline: Well-being should be part of ways of working. It should be part of how companies structure their business, how companies structure rewards to employees—how companies work.    MENTIONED ON THE POD  * Business Insider: Employee disengagement could be costing the economy nearly $2 trillion [https://www.businessinsider.com/employee-engagement-productivity-remote-work-hybrid-burnout-managers-office-expectations-2024-1]  * Commonwealth Fund: Healthcare affordability in america [https://www.commonwealthfund.org/publications/surveys/2023/oct/paying-for-it-costs-debt-americans-sicker-poorer-2023-affordability-survey]  * SHRM: Special needs - Win employees loyalty and productivity by helping them care for their disabled or chronically ill children [https://www.shrm.org/topics-tools/news/hr-magazine/special-needs]  * Gallup: 42% of employee turnover is preventable but often ignored [https://www.gallup.com/workplace/646538/employee-turnover-preventable-often-ignored.aspx#:~:text=Employee%20discontent%20and%20voluntary%20exits,them%20from%20leaving%20their%20job.]  * Forbes: Why 5% of patients create 50% of health care costs [https://www.forbes.com/sites/michaelbell/2013/01/10/why-5-of-patients-create-50-of-health-care-costs/]    CATALYST INSIGHTS YOU CAN USE  * Remote-work options can boost productivity and curb burnout [https://www.catalyst.org/insights/2021/remote-work-burnout-productivity]   * Addressing burnout in the workplace [https://www.catalyst.org/insights/2022/burnout-topic-overview]  * Supporting mental health in the workplace [https://www.catalyst.org/insights/2021/supporting-mental-health-in-the-workplace-topic-overview]  * HR guide to global workplace menopause support [https://www.catalyst.org/about/newsroom/2024/menopause-workplace-support-global]  * Team dynamics on the front line: How managers and organizations impact this overlooked key to retention [https://www.catalyst.org/insights/2024/frontline-employee-team-dynamics]

AI and the Future of Pink-Collar Jobs

Welcome to season 1, episode 7 of Breaking with Tradition, Catalyst’s podcast that explores trends and ideas that will impact the future of the global workplace. This episode is called AI and the Future of Pink-Collar Jobs. As AI technology rapidly evolves, a troubling new gender gap has emerged, especially among younger workers: 71% of men [https://www.weforum.org/stories/2024/04/women-generative-ai-workplace/] ages 18-24 say they use generative AI weekly, compared with 59% of women. This gap threatens to widen existing disparities, especially frontline women in “pink-collar” sectors such as customer service, healthcare, and education. Join host Victoria Kuketz as she chats with Ana Kreacic, Partner and Chief Knowledge Officer of Oliver Wyman Group and COO of the Oliver Wyman Forum, and Terry Stone, Managing Partner Global Health and Life Sciences and Former Managing Director, Americas, Oliver Wyman to discuss the urgent and important need for inclusive upskilling initiatives, incorporating AI into companies’ future vision, and tapping the leadership of Gen Z. Tune in as we unpack how generative AI could both displace and empower, and what steps companies can take to create a more equitable future of work for all. HOST AND GUEST Victoria Kuketz, Director, Corporate Engagement, Canada, Catalyst LinkedIn [https://www.linkedin.com/in/victoriakuketz/] | Bio [https://www.catalyst.org/bio/victoria-kuketz/] Ana Kreacic is a Partner and Chief Knowledge Officer of Oliver Wyman and COO of the Oliver Wyman Forum – the think tank and platform for engaging business, public policy, and societal leaders to act on shared challenges. With over 20 years of consulting and operating experience, Ana is known for her ability to blend customer insight with business strategy and leadership effectiveness. A frequent speaker and author, Ana’s work has been featured in the World Economic Forum, Wall Street Journal, and MIT Sloan, to name a few. Ana is passionate about empowering women and youth. LinkedIn [https://nam11.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fana-kreacic-539229&data=05%7C02%7Cjbaldasare%40catalyst.org%7C3f06d6f51e1c4f3e33de08dcff6175fc%7Cba75bb6eeb95496f968f26c69ef9404c%7C0%7C0%7C638666041435055740%7CUnknown%7CTWFpbGZsb3d8eyJFbXB0eU1hcGkiOnRydWUsIlYiOiIwLjAuMDAwMCIsIlAiOiJXaW4zMiIsIkFOIjoiTWFpbCIsIldUIjoyfQ%3D%3D%7C0%7C%7C%7C&sdata=1v0cgky8Bacb65CI85ypN07YmPaZF4tJWeACi85rtCU%3D&reserved=0] | Website [https://www.oliverwymanforum.com/authors/ana-kreacic.html] Terry Stone is Vice Chair and Interim Global Lead taking on two strategic priorities for Oliver Wyman. One is as interim Global Leader for Health and Life Sciences focused on accelerating the growth of our Life Sciences businesses in the US and Europe. A second critical firm priority which Terry leads is a project for our CEO to accelerate the transformation of OW’s own business and operating model in response to Artificial Intelligence. Our priority is to identify how consulting overall, and our OW’s business is likely to be impacted by the opportunity and threats that AI creates for strategic advisory businesses. LinkedIn [https://nam11.safelinks.protection.outlook.com/?url=https%3A%2F%2Furldefense.com%2Fv3%2F__https%3A%2Fwww.linkedin.com%2Fin%2Fterry-stone__%3B!!O7V3aRRsHkZJLA!HlwR-Tn9gwogq2SxiNEeA082-I_NQn9mKeyKVly4Wnb1xy4J6HObLKrtkdTxc2otTaMO4XlgnrQjmLnwb_Iq-WyzMQ%24&data=05%7C02%7Cjbaldasare%40catalyst.org%7C56ad1472f1ad41f2476708dd0013b819%7Cba75bb6eeb95496f968f26c69ef9404c%7C0%7C0%7C638666806955551699%7CUnknown%7CTWFpbGZsb3d8eyJFbXB0eU1hcGkiOnRydWUsIlYiOiIwLjAuMDAwMCIsIlAiOiJXaW4zMiIsIkFOIjoiTWFpbCIsIldUIjoyfQ%3D%3D%7C0%7C%7C%7C&sdata=%2Fo%2FbkFFSiSLHgVAlc8mV9srJ3XW3Ea5tGOugiHhIUbk%3D&reserved=0] | Website [https://www.oliverwymanforum.com/authors/terry-stone.html] IN THIS EPISODE * 1:41 | Tell us about yourselves! Ana and Terry fill us in on what excites them as AI practitioners. * 4:29 | The AI gender gap. Our guests break down the emerging AI usage gap between men and woman. * 8:22 | "Pink-collar" sectors and AI. Terry defines what a “pink-collar” job is and how they’re perceiving new AI technology. * 14:49 | Performing at the top of your license. How can we convince reticent AI users of its huge potential for positive change? * 20:11 | AI tips & tricks. Terry reflects on her experience and what works on implementing AI policies at work. Ana brings in the “pink-collar” specificity. FAVORITE MOMENTS * 2:17 | Ana: For me, [the exciting part about AI] is the opportunity for positive change... It’s a time that requires a lot of reflection if we’re going to get it right. * 3:21 | Terry: AI is going to be the single biggest, disruptive force or catalyst for change in business in my entire career. * 11:50 | Terry: When [AI use is] done well, you can easily see 15-20% productivity improvements in key areas. * 12:19 | Terry: There's still a lot of fixation on AI as “driving efficiency.” I think the best companies are thinking about “How does AI serve as a catalyst for me to reimagine everything we do?” * 15:25 | Ana: When ChatGPT was launched, all of the assessments said it was a very smart eight-year-old... Now we’re getting in the realm of it being an average, maybe C-level PhD student. * 16:22 | Ana: If you look by gender, women on average will say that they are less aware, in the same company, of AI initiatives. They are less aware of changes their company has made. They are less likely to participate in trainings. * 18:44 | Terry: The truth of the matter is, AI is going to impact your job. So, you getting smarter about AI will enable you to use it to do your job better... The more you lean in, the more you’ll get out of it. * 22:02 | Terry: [When it comes to AI implementation], you have to think about both breakthrough business impact and things that are broad-based and easy but that make everyday users’ lives’ easier. * 25:46 | Ana: How is it that 40% of Gen Z prefer an AI manager? Part of the reason is because they have no fear of asking any question to AI. And the way they ask the question, they know they’re not going to be judged for how they’re asking the question or what they’re asking about. Also, it’s available any time.   MENTIONED ON THE POD * World Economic Forum: How to stop women falling behind on generative AI in the workplace [https://www.weforum.org/stories/2024/04/women-generative-ai-workplace/] * Oliver Wyman Forum: How generative AI is transforming business and society [https://www.oliverwymanforum.com/global-consumer-sentiment/how-will-ai-affect-global-economics.html] * Forbes: 46% of Gen Z leans more on AI than their managers, says new study [https://www.forbes.com/sites/bryanrobinson/2024/07/23/ai-impact-gen-z-workplace-gaps/] RESEARCH YOU CAN USE * Blog: Global CEOs share insights on AI implementation [https://www.catalyst.org/2024/10/24/ceo-ai-implementation/] * Blog: What is ‘responsible AI’? Panelists weigh in [https://www.catalyst.org/2024/01/09/artificial-intelligence-bias-perspectives/] * Blog: Leverage AI while avoiding its risks and biases [https://www.catalyst.org/2024/08/27/generative-ai-racial-gender-bias/] * Webinar recording: How to use generative AI free of gender and racial bias [https://www.catalyst.org/research/webinar-recording-how-to-use-generative-ai-free-of-gender-and-racial-bias/] (Supporter Only) * Explainer: Responsible artificial intelligence for inclusive workplaces [https://www.catalyst.org/research/responsible-artificial-intelligence-for-inclusive-workplaces-explainer/] (Supporter Only) * Tool: Use AI to attract a more diverse candidate pool [https://www.catalyst.org/research/ai-job-candidate-diversity/] (Supporter Only)