Gender diversity at work in Canada

These challenges have disproportionally impacted women, and delayed progress toward diversity, equity, and inclusion (DE&I). Our 2021 research found that, although DE&I is prioritized across Canadian organizations, there have only been marginal improvements within the talent pipeline.

Despite experiencing even more challenges, 31 percent of women managers provided emotional support to team members, compared with 19 percent of men managers. In order to have a sustainable impact, organizations could enact policies and programs that support women.

As the COVID-19 pandemic continues to impact us all, organizations must remain focused on navigating this unprecedented challenge. At the same time, there is an opportunity to drive a fundamental change in the way we work. Our 2021 research has shown that although DE&I is seen as a priority across Canadian organizations, not enough concrete action is being taken to remedy the under-representation of women throughout all levels of the talent pipeline. People of colour—including male employees alike—often experience challenges at higher rates than their white counterparts. In particular, women of colour continue to face even more barriers in the workplace, such as a lower likelihood of being promoted, a higher likelihood of experiencing microaggressions, and less support from male colleagues. Organizations must embark on a holistic change program. They must take accountability for their DE&I commitments and implement the supportive programs and policies that all employees need for equitable access to opportunities in the workplace. Moreover, organizations must establish a foundational environment of inclusion by shifting mindsets and creating a shared understanding that DE&I is beneficial for everyone.