One chief executive officer acknowledges that employers have made promising progress, while a human resources director argues more work needs to be done.
Jodi Kovitz, chief executive officer of the Human Resources Professionals Association
I’m heartened by the progress we’ve made towards gender equity in Canada, particularly in leadership roles.
Since 2015, the percentage of women in C-suite positions has increased from 17 per cent to 28 per cent, according to a 2023 report by McKinsey & Co. Despite this positive trend, significant work remains to address ongoing inequalities and systemic biases, but the coronavirus pandemic presented new opportunities to tackle these challenges. The shift to hybrid and remote working models has introduced the necessary flexibility to support women’s ambitions and further their advancement. The pandemic demonstrated that a new model of balancing professional and personal responsibilities without sacrificing career aspirations is possible — and this model is here to stay.
The health crisis has also heightened awareness around caregiving responsibilities, which often disproportionately fall on women. Acknowledging and accommodating these needs within organizational wellness plans has become essential to enhance employee identity without compromising career growth. Many companies have responded by expanding parental leave policies and support for caregiving, recognizing that these measures are crucial for retaining and nurturing talent.
This period has also intensified organizational focus on diversity, equity and inclusion. There are more proactive efforts to close the gender pay gap, promote women into leadership roles and address women’s health issues at work. We still have a long way to go, but we’re seeing leading companies take an intersectional approach to tracking outcomes and progression of all their employees to harness the full potential of a diverse workforce.
Looking ahead, these developments suggest promising potential for sustained and novel progress in supporting women’s advancement in the corporate world.
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Litsa Spiridonakos, director of human resources at Organon Canada
There are always opportunities for employers to better support their employees and build more inclusive workplaces.
This is particularly pertinent for women, who continue to face unique barriers in the workplace due to life events that can limit their career progression, curb their potential and sometimes lead to them leaving the workforce entirely.
The pandemic exacerbated many of these impacts and contributed to women experiencing increased pressure and burnout —both at home and at work. Despite some evidence that the ‘she-cession’ is subsiding, many of these barriers are systemic and continue to disproportionately impact women. In particular, employers should be doing more to ensure that female employees receive support during health-related life events, such as maternity and menopause, which are key contributors to ongoing inequity.
Read: Organon launching initiative to support women’s career, health journey in the workplace
At Organon, we recently launched HER Professional Journey, a new career program addressing these unique challenges. The program provides support across a wide range of life moments including family planning, maternity, fertility, parental support and menopause. It helps our employees navigate their careers more effectively, while also aiming to reshape the current corporate landscape that women must navigate.
It’s crucial for organizations to provide this type of support to remove the barriers hindering women’s career advancement and provide the foundation for them to advocate for their personal and professional development.
According to a recent report from the Government of Canada, it’s estimated that supporting equal opportunities for women in the workplace could add $150 billion to Canada’s gross domestic product by 2026. Investing in women and their careers is not only the right thing to do — it can also contribute to long-term financial success.
Sadie Janes is an associate editor at Benefits Canada and the Canadian Investment Review.