A strong understanding of the skills and timelines required to map out your ideal career path is essential for your success. You will find resources developed by career experts that support your professional development, as well as industry leading research, data and thought leadership pieces on the economic benefits of inclusion and diversity in the workplace.
CEO succession has always been one of most critical and high-stakes responsibilities of a board. A failed process can result in an unaligned board, a lack of ready talent and, ultimately, a value-destroying CEO transition.
In an age of frequent job hopping, where employers demonstrate hesitancy to invest in developing individual employees who are likely to leave before a return on learning is realized, self-career development is an increasingly important component of individuals’ success in the workplace.
In Part One, we looked at three key areas to gain a better understanding of the impact COVID has had on gender equity in Alberta: employment and workforce participation; household responsibilities; and leadership and representation. In Part Two, we set out to address what is needed for women to fully participate in Alberta’s economy and reach their full potential to build a stronger province.
Although the oil and gas industry has made significant progress toward greater diversity, much remains to be done to gain the performance and productivity benefits that a diverse workforce provides.
No city is doing enough to keep women safe while ending gender inequality.
The big factor holding back the U.S. + Canadian economic recovery: Child care. Treating child-care as infrastructure would have a twofold benefit to the economy: Not only would it allow parents to continue working, it has the potential to create new employment opportunities and convert hundreds of thousands of existing roles into “good jobs”
The first equal pay legislation in Canada passed in 1951, making it illegal to pay men and women in the same job different salaries. Women overtook men among university graduates three decades ago. Today, women represent just under half of the workforce. And yet, men still dramatically outnumber, outrank and outearn women.
Empathy is a critical human skill. It allows people to create connections and demonstrate care and understanding for colleagues, especially during times of rapid change like the Covid-19 crisis and the Black Lives Matter movement.
Why experts worry the pandemic and other obstacles could undo the years of hard work that reshaped the C-suite.
It's not that female founders aren't up to scratch on pitching, but that the VC industry is structurally biased
Welcome to our seventh annual comprehensive report on diversity disclosure practices in Canada, covering disclosure by TSX-listed companies and CBCA corporations subject to disclosure requirements.
Most boards have prioritized increasing their own gender, racial and ethnic diversity and have made progress in the past few years, particularly on gender diversity. But there has been less consensus on the board’s oversight role on diversity, equity and inclusion (DE&I) in the business.
94% of men say they experience high levels of “Masculine Anxiety” at work. They are more reluctant to interrupt sexism in the workplace.
Too few women are reaching the top of their organizations, and a big reason is that they are not getting the high-stakes assignments that are prerequisite for a shot at the C-suite. Often, this is due to a lack of powerful sponsors demanding and ensuring that they get these stepping-stone jobs.
Men are more self-aware and effective in mentorships with women if they understand and accept their evolved male brains, the neuroscience of sex and gender, and the equally powerful impact of gender socialization.
Statistics Canada recently released new data on the gender composition of corporate boards in Canada. As of 2019, the latest year for which data are available, women held 19% of all director positions.
Ninety-six per cent of Canadian Boards now have a female director, up nearly 30 per cent
Getting yourself board-ready is a journey that requires you to identify your skills, experience and the value you bring to a board - much like getting a job!
FREE: Understand what gender equity is, the difference between gender equity and gender equality, why it matters, and how to recognize and address gender inequity in the workplace.
FREE: Develop insights into and perspectives on racism, intersectionality, and Emotional Tax in the workplace