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CATIC: Staying the Course to Help Create a Brighter Future for All!

CRE PledgeDEI

The company continues to identify and implement various ways to effectively cultivate and sustain a truly inclusive workplace for women, people of color and all underrepresented groups at CATIC. The organization also continues to establish key strategic partnerships in the community.

OUR VISION

CATIC’s senior leadership team continues to be committed to promoting diversity, equity and inclusion (DE&I) in a more impactful manner across the organization and fully acknowledges the need to engage both internal and external constituents to help build better communities. 

OUR MISSION

We firmly believe that by thoughtfully employing a deliberate strategic effort over time, we will be able to successfully advance diversity, equity and inclusion in a meaningful way, while continuing to make a real difference in the various communities that we serve every day.  Therefore, we will continue to effectively apply the following strategic framework to drive our corporate social justice efforts:

  • Step 1: Lead with Purpose & Personal Conviction 

  • Step 2: Build Genuine Connections

  • Step 3: Take Deliberate Strategic Actions

  • Step 4: Activate New Community Engagements

In April 2024, CATIC published its 2023FY Annual Inclusion Report , which provides a comprehensive summary of how CATIC continues to effectively apply each of these inclusive leadership actions to achieve meaningful and enlightening outcomes along our continuously evolving DE&I journey.  The report outlines various strategic initiatives that have been implemented as part of the company’s corporate social justice strategy. Ultimately, it is our hope that we will be able to inspire others to learn from our experiences as they commit to doing their part to transform their respective workplace culture for the better.

CATIC is proud to continue its commitment to the CREW Network CRE Pledge for Action and firmly believes that we will make meaningful and sustainable progress towards achieving each of these strategic objectives over time.  For instance:

  • Continue to successfully recruit, develop, advance and retain women in impactful roles across the organization, including various leadership positions;

  • Engage a third-party vendor to conduct a comprehensive pay equity analysis;

  • Continue to promote amongst our staff and/or sponsor CREW Network events throughout the year;

  • Continue to internally promote and cultivate the Women of Color in Title (WOCIT) affinity group;

  • Launching a new Women’s Leadership Program designed to empower uprising women leaders through mentorship and targeted professional development that will enable participants to reach their full potential; and

  • Continue to create new opportunities for both women and people of color for increased exposure to senior management and the board of directors.

By doing so, we will strive to continue doing our part to help build better communities by promoting fair and equitable treatment for all.