Formal policies are just one piece of what’s needed to attract, develop, retain, and promote talented women in your organization.
The Brandon Hall Group awarded the Gold Award to 4 programs CCL developed in partnership with DBS, First Citizens Bank, HDFC Bank, and Gresham Smith at its 2026 HCM Excellence Awards.
Article in Newsweek featuring insights from CCL Senior Research Scientist Diane Bergeron on family-friendly work policies and whether employees feel able to use flexible work and parental leave without career consequences.
This research explores how differences in earnings between partners shape work-family conflict, revealing that larger pay gaps are linked to higher work-family strain for women, but not for men.
Leadership decisions don’t start at work, they start at home. Drawing on 2 studies, this research shows how household labor and perceptions of fairness shape work-family conflict, leadership motivation, and concerns about stepping into leadership roles.
Women’s leadership gaps persist because systems still rely on women’s unpaid care time. This paper shows why structural change, not individual fixes alone, is needed to advance women in leadership.
This experimental study finds that the amount of time an individual speaks directly increases their perceived influence, supporting the “babble hypothesis.”
Uncover the career costs of the “Organizational Wife” phenomenon and gain strategies for leaders to address the systemic organizational citizenship behavior burden that limits women’s power and restricts their crucial contributions.
Article in Forbes featuring insights from CCL’s Diane Bergeron on how “helping behaviors” at work disproportionately affect women in the workplace.
CCL’s Chief Information Officer, Fara Francis, was selected as a featured panelist at the Info-Tech LIVE 2025 conference.