gender parity Archives

Feminism January 23, 2018

Amazon prohibits salary inquiries for gender parity

Amazon is changing their hiring policies to ban managers from asking applicants about their previous salaries.

This is part of a US policy that is meant to reduce the gender pay gap. California, New York, New Orleans, New Jersey, Dalaware, and Pittsburg are a few of the states that have already implemented this policy. According to the Labour Code, the bill would “prohibit an employer from relying on the salary history information of an applicant for employment as a factor in determining whether to offer an applicant employment or what salary to offer an applicant. The bill also would prohibit an employer from seeking salary history information about an applicant for employment and would require an employer, upon reasonable request, to provide the pay scale for a position to an applicant for employment.”

The idea is that if potential employers don’t ask, then everyone entering the position will automatically be given the same starting salary based on experience and job title.

It’s an interesting concept, but there are many who believe the law could backfire and actually increase the gender pay gap. If previous salaries, or salary expectations, are not discussed, assumptions regarding the worth and value of the person being interviewed could guide the hiring process to offer certain people a lower salary.

For example, women could be offered less money than they earned previously, and be forced to either re-negotiate or accept the offer. The argument against this ban is that if women are able to firmly state their expectations and previous salary, the number in the original offer will be able to more accurately reflect their value.

The transparency element of this policy is admirable. Companies will have to provide a pay scale for the position to applicants, meaning those being interviewed will have an idea of what kind of salary they should expect.

While this is a state decision, national companies are now being forced to use this new hiring policy across borders.

It’s still a little early to determine whether or not a policy like this one will help reduce the gender pay gap or cause further challenges for women in the workplace. However, it’s an intriguing attempt by governments to take an active role in gender parity in business.

What do you think? Let us know in the comments below!

Business November 18, 2017

New Canadian alliance created to achieve gender parity on boards

A new alliance has been created to help accelerate gender parity on boards. The Canadian Gender and Good Governance Alliance (CGGGA) is made of seven influential Canadian organizations dedicated to pushing forward gender equality in the workplace, especially on boards and in executive positions.

Despite decades of advocacy, women are still outnumbered in senior roles, especially within financial services. Women hold approximately 14 per cent of all board seats and only 26 per cent of open board positions are filled by female applicants. A McKinsey & Company study in 2016 showed that only six per cent of Canadian CEOs are women.

The CGGGA is made up of Women in Capital Markets (WCM), the 30% Club Canada, Catalyst Canada, the Business Council of Canada, the Institute of Corporate Directors (ICD), Canadian Coalition for Good Governance (CCGG), and the Clarkson Centre (CCBE).

This is the first coalition of its kind in North America. The CGGGA Directors’ Playbook is their first initiative and presents practical tools companies can use to achieve gender balance on boards.

Women’s Post spoke with Marlene Puffer, partner at Alignvest Investment Management, who represents Women in Capital Markets within the alliance, to find out a bit more:

Why join forces with other organizations to create the CGGGA?

There is power in having a coordinated message from the many high-quality organizations that all share a common goal – to enhance the numbers and impact of women on boards and in executive positions. The biggest impact will come from having a clear set of tools to offer to businesses, governments, regulators, institutional investors and other interested stakeholders to improve practices that lead to better governance and gender balance.

What will Women in Capital Markets specifically bring to the organization?

Our industry is at the heart of corporate Canada, where providers and users of capital come together. Senior professionals in our industry and in related areas are extremely well suited to board roles, and we will be launching a lengthy list of high-quality board-ready women in the coming weeks. Women in Capital Markets has an active network of hundreds of senior-level women, and is working diligently to ensure that they have the support and exposure that they need to reach the highest levels within their organizations and on boards. We are a deep resource of information, experience, and research on what works. We have partnered with members of the Alliance in the past, and we bring all of this experience to the table with the other Alliance members to continue to find innovative ways to move the dial.

What is the ultimate goal of CGGGA?

The Alliance aims to amplify and coordinate efforts to increase gender parity on boards and in executive positions, and to contribute to public policy as an advisor for the governments and regulators. Enhancing gender diversity on boards leads to greater variety of thought and leadership styles, better understanding of the end consumer, a wider talent pool and ultimately higher-quality boards.

Obviously, after years of advocacy, mentorship, and change, not enough has been done in terms of gender equity on boards. What kind of difference can CGGGA make and why is the process so slow?

CGGGA can have a potent impact if we can get the Directors’ Playbook into the hands of every board chair and every CEO of Canadian public companies, as well as into the hands of the private equity investors who have influence over the selection of board members for private companies. The tools that we present are logical, and straightforward to implement: formal board evaluations, term and age limits, using a board competency matrix to ensure a diversified set of skills and approaches at the board table, having a gender diversity policy to set clear goals and to monitor progress, and a focused effort to broaden the networks that are used to recruit board members.

How did you get into finance?

I got into finance because I loved math as a high school student, which led me to study economics as an undergraduate. Finance was a field that was growing at that time (the early 1980’s!), and interesting models that we now take for granted had only recently been developed. I pursued a PhD at a top US school. I came back to Toronto as a finance professor at the University of Toronto Rotman School, and after about five years, I decided to join the financial industry as Head of Fixed Income Analytics at RBC on the trading floor. From there, I have had an unusual variety of roles on the investment management side of the business, with a focus on long-term investors like pensions. I have been on the board at the Healthcare of Ontario Pension Plan for nine years.

What is your role in Women in Capital Markets? How long have you been involved and why did you get involved?

I am currently the WCM representative to the CGGGA, and advisor to the WCM Women in Leadership network, where I have been focusing on the creation of the Board-ready list. I was President of WCM in 2001-2002 and previously I was co-Chair of the Education and Outreach Committee. I got involved at the start of the organization to help encourage high school students to pursue math and to provide insight into the career opportunities in the capital markets. I have since been involved in almost every committee along the way.

Feminism June 26, 2017

Gender parity could add $150 billion to Canada GDP

Pushing for gender equality in Canada could add $150 billion in incremental GDP in 2026, or at least that is what a new report released by the McKinsey Global Institute (MGI) is saying.

The report, entitled The Power of Parity: Advancing Women’s Equality in Canada, was released earlier this June and outlines a number of things Canada has to do in order to take advantage of this $150 billion opportunity. This includes being more than just a vocal supporter of gender parity.

Too often, companies outline goals for gender diversity on boards or make promises to consider more women in the hiring process — but there is no follow up or accountability. Seventy-five per cent of companies do not track female recruitment or reward leaders for fostering gender diversity. This means there is less accountability and goals of gender parity may actually never be achieved.

The report also indicates only 14 per cent of businesses have “clearly articulated a business case for change” when it comes to considering gender diversity.

Canada is ranked in the top 10 countries of 95 when it comes to women’s equality, but as the report says, “progress towards gender parity has stalled over the past 20 years, and Canada must find anew ways to keep pace.”

More importantly, women should be hired in “high-productivity sectors” such as mining and STEM-related industries. Currently, women only hold 29 per cent of political seats and hold 65 per cent of unpaid care work.

Canada’s GDP growth has slowed to approximately 2 per cent a year, according to the Canadian government. The report shows that unless Canadian businesses make a significant investment in women and continue to grow this rate will remain stagnate.

“A significant part of the solution is for Canada to tap into the vast unrealized potential of women. Accelerating progress toward gender equality is not only a moral and social imperative; it would also deliver a growth dividend.”

In order to see this GDP growth, businesses will not only have to hire more women (create 650,000 more jobs), but they also will need to raise the number of hours worked by female employees and raise productivity levels. The analysis found that the structure of each province’s economy had little factor into the state of gender inequality. Rather, it was formal policies that mandate quotas for women on boards of Crown corporation and universal child-care programs that determined economic gender inequality.

Women, the report says, are willing to work. Unfortunately, there are a number of barriers that either prevent them from doing so, or prevent them from growing in their role.

“This research highlights best practices in Canadian companies that others can emulate. But initiatives need to be implemented holistically and effectively, and measures to tackle gender imbalance in companies only work if they are considered to be a true business imperative. Changing attitudes takes time, and persistence is vital,” says Sandrine Devillard, a Senior Partner in McKinsey’s Montreal office, in a statement.

Hopefully, it doesn’t take too much time to change. Gender parity within the workplace is vital to both the social and economic success of this country — and yet, there are still gender gaps when it comes to positions of power, both in the private and public sector. How many reports like this are necessary before those with the power to do something actually change?

What do you think? Let us know in the comments below!

Feminism April 25, 2017

Saudi Arabia elected to UN Commission on the Status of Women

It’s no joke.

Saudi Arabia has been elected to the United Nations Commission on the Status of Women.

Again, this is not a joke.

Agencies around the world are criticizing the UN’s decision, for obvious reasons. Saudi Arabia, a country where women are subjects of male family members; where women must adhere to strict dress codes and are prohibited from driving; where women cannot interact with men they are not related to for fear of being beaten, imprisoned in their own home, and sometimes even killed, is now being celebrated as one of the 44 countries elected to the Commission on the Status of Women last week. To be clear, this commission has the following goals: “promoting women’s rights, documenting the reality of women’s lives throughout the world, and shaping global standards on gender equality and the empowerment of women.”

According to UN Watch’s executive director, Hillel Neuer, “Electing Saudi Arabia to protect women’s rights is like making an arsonist into the town fire chief.”

Saudi Arabia has been adamantly trying to change the world’s perception of their gendered laws. In March, the country held its first women’s empowerment conference. It was led by Princess Lamia bint Majed al Saud, who insists that women in her country are misunderstood and that Saudi Arabia has made significant progress in respect to breaking down gender barriers. A Girls Council, which is meant to promote the welfare of girls and women in Saudi Arabia” was established in March as well. It was being led by 13 men. The Princess is the chair of the council, but could not appear at the launch due to gender laws. She and other women were video-conferenced in.

While it may be true that some (and I stress some) progress has been made, it doesn’t make up for the violence Saudi women face on a daily basis. It doesn’t make up for the fact that Saudi Arabia is ranked 134 out of 145 countries for gender parity in 2015. And it absolutely doesn’t make up for the lack of rights and freedoms these women enjoy (or rather don’t).

And yet, Saudi Arabia is now representing the rights and empowerment of women worldwide. Is anyone else having a problem following this decision?

I’m not sure what the UN was thinking, but this isn’t the first time the United Nations Commission for the Status of Women has screwed up. Last year, they tried to name a fictional character as their ambassador. Because that’s all women need — to aspire to be something that isn’t real and to follow the example of a misogynist state.

Well done.

#TOpoli July 16, 2016

Motion for gender disparity pushed until October at City Council

City Council has promised to address greater gender diversity on the boards of directors of public and private corporations in October.

Councillor Michelle Holland presented a motion to City Council that would see new appointments for women on public boards to start as soon as fall 2016. The motion further directs that all public appointments on boards in Toronto be made up of 50 per cent women by 2019. Unfortunately, the motion was deferred until October because of a heavy agenda at this month’s meeting.

Women in Canada only represent 15.9 per cent of board positions in large corporations and public companies only have 12.1 per cent women. Crown corporations have the highest representation in public office with 30 per cent, but this still falls well below the 50 per cent mark.

This motion is influenced by Prime Minister Justin Trudeau’s decision to have 50 per cent representation in his federal cabinet, which has arguably renewed the work equality debate in Canada. Ontario has also promised to have 40 per cent women representation on their boards by 2019. Involving Toronto in the gender parity goal makes sense alongside the other levels of government so that women can have better representation in positions of power too.

Private FP500 companies have increased their gender parity on boards in their companies to 19.5 per cent in 2015, according to a report by the Canadian Board Diversity Council. Ontario Securities Commission rose the bar when they created new disclosure criteria for gender diversity in Dec. 2014. Public boards have a lower percentage of equal representation compared to private corporations in Canada.

In a country that advocates on behalf on gender equality, I wonder when the employment sector will embrace gender parity entirely. Both public and private institutions need equal representation on their boards, and it is interesting to see that private companies are leading the way. The fact that the motion was pushed to executive council in October indicates the issue was dismissed in the wake of an important time for gender equality in politics. Toronto needs to join the movement and take women’s rights seriously at City Council.

Women’s Post will be watching to see how seriously the motion is taken in October.

Politics June 7, 2016

Minister steps down to help Ontario make gender parity pledge

A cabinet shuffle is on its way, and a certain Ontario MPP is standing aside to make room for a more gender-diverse leadership.

Ted McMeekin, Minister of Municipal Affairs and Housing, announced Monday that he will be stepping down from his position to make room for more women in the cabinet.

“I have three daughters, all confident and accomplished young women. With my wonderful wife, they are the joy of my life. Thinking of them, I’ve often dreamed of a day when the question of gender parity wouldn’t even arise, because it would just be taken for granted,” McMeekin wrote on his Facebook.

“But sometimes the best way for a man to advance the equality of women may be to step back and make room at the table. For me, this is such a time.”

While this may seem like a noble gesture, it’s likely that Minister McMeekin already knew there were a number of incredibly talented and well-credentialed women ready to take his place in the upcoming cabinet shuffle. It has long been rumoured that a cabinet shuffle will be announced after the legislature breaks for the summer (which is said to occur on Thursday), and it’s entirely plausible that MPPs were already given their notice. I doubt the Premier would have allowed him to say it if she didn’t know for certain the new Minister of Municipal Affairs and Housing was going to be a woman.

Despite his good intentions, McMeekin has put himself in a strange position. It’s true that more positions of power should be opened up to women, but it’s a bit condescending for a man to say he stepped down to allow it. By phrasing it this way, it becomes less of an accomplishment for women, and more of a logistical issue to be rectified.

The provincial government has been under pressure to even out their cabinet after Prime Minister Justin Trudeau insisted on a federal cabinet consisting of equal parts women and men. “Because it’s 2016,” he said in a mic-dropping speech after the announcement. This will be a greater challenge for the Ontario cabinet, which currently consists of eight women (including the Premier) and 19 men.

McMeekin’s announcement came the day before the Ontario government announced a target to help reduce the gender gap that exists within government agencies. By 2019, Ontario wants women to make up at least 40 per cent of all appointments to every provincial board and agency. A lofty, but not impossible, goal.

“Ontario is also encouraging businesses to, by the end of 2017, set a target of appointing 30 per cent women to their boards of directors. Once businesses set the target, they should aim to achieve it within three to five years,” a press release stated.

Wynne made the announcement in the presence of representatives from Catalyst Canada and UN Women, the United Nations organization dedicated to gender equality, at the University of Toronto’s Rotman School of Management Tuesday morning.

Feminism March 8, 2016

Why do we need International Women’s Day?

When I tell friends that I am the editor of Women’s Post, the response is usually this:

“Wow, that’s amazing! So…what kind of stuff do you write/publish?”

I explain that I work for a publication that strives to be a platform for women, but our content doesn’t discriminate: Yes, I write about fashion and food, but I tend to focus more so on politics and business. Women’s Post also profiles women who have been successful in their industry of choice, and shares their knowledge with other women as inspiration or motivation.

At this point, I often get an apathetic “oh really” or “that’s interesting” response. Even worse is the condescending “That’s amazing that you are doing THAT type of work” reply — as if women as a group are in desperate need of guidance and support; as if they are incapable of being successful without the help of men; as if women, as a demographic, need an organization or a publication to advocate on behalf of their interests because they can’t do it themselves.

Let’s get one thing straight — I don’t believe that women NEED help to succeed. Women are just as capable as men — just as creative, intelligent, and hard working. The only thing standing in their way are archaic stereotypes and policies entrenched in this society that often prevent women from getting a) the jobs they deserve and b) the benefits and salary they deserve. What Women’s Post does is motivate women to fight for those simple rights.

This year’s International Women’s Day theme is gender parity — a socioeconomic index used to measure access to education between men and women. According to the World Economic Forum, gender parity won’t be achieved until the year 2133. Only a year ago that number was 2095. Simply put, every year this gender gap is growing at a ridiculously fast rate.

As of 2015, only 25 countries have closed the gap in terms of “educational attainment.” Gender parity has been reached in the “university student” category, but not where skilled roles (75 per cent) and leadership roles (28 per cent) are concerned.

The 2015 Global Gender Gap Index did show a quarter of a billion more women have entered the labour force since 2006. This is great news, but at the same time the salary gap between men and women has increased from 5k to 10k. In fact, the average salary for women in 2015 equals the average salary for men in 2006!

I never really experienced sexism growing up, or at least that I noticed. Even through my early years at university, when my student union was screaming about equality, I thought they were making a big deal out of nothing. I had the same opportunities as my male friends. I never felt singled out as a woman or treated any differently than my male counterparts in the newsroom. Of course, I knew that in other parts of the world young girls couldn’t go to school and women weren’t allowed to work, drive, or venture outside unaccompanied by a man. But, sexism didn’t exist in Canada, right?

I was completely naïve in those days. Now, especially in this role, I’m able to see it all. As Beatrix Dart, one of the women we’ve featured as a Woman of the Week, said in an interview, the stereotypes become blatantly clear once you become pregnant: “Suddenly, people make assumptions about you and suddenly all these gender barriers you’ve heard about kick in. They really exist.”

It’s also blatantly clear that violence against women is still rooted in North American culture. We’ve been seeing it in the media over the last year, following the trial of Jian Ghomeshi for alleged sexual assault and choking, and the treatment of celebrities like Kesha, who is fighting to be relieved of a contract with a producer she alleges abused her. Consent is still considered a contentious issue open to interpretation and women are constantly judged by their appearance instead of their intellect and worth as human beings. Now that my schoolgirl eyes have been opened, I find myself constantly shocked and disgusted with how my demographic is treated.

Canada is ranked 30out of 145 countries in terms of gender equality, which is pretty great. But, this country can do better. Society as a whole can do much, much better. All women should be given equal opportunity for education and employment, and should be treated with the same respect given to any man.

As our mission statement says, Women’s Post is a social enterprise designed to promote women and their initiatives across Canada. By providing mentorship, sharing knowledge, and giving women a platform to voice their opinions, Women’s Post hopes to show how amazing and ambitious this demographic can be if given the opportunity to grow.

It’s a worthy endeavour and I am proud to be the editor of this publication.

At the same time, I can’t wait until I live in a society where this type of work isn’t needed anymore. It’s too bad I probably won’t be able to witness it in my lifetime.