This article offers a snapshot of the key trends shaping gender equality in Canada. The full report is exclusively available to TPP Partners. To gain access and explore how your organization can drive meaningful progress in gender equality this year, get in touch with us about becoming a TPP Partner.
2025 began with socio-political shifts that left many of us wondering about the future of gender equality.
As leaders in the Canadian economy, our employees and the Canadian public are watching closely to see if we continue to “walk the talk” as visionaries, or if we will be judged as being performative and reactionary.
Women are 50% of Canada’s population, and yet still remain underrepresented across industries and leadership levels. As we navigate an economic landscape where a strong, self-sufficient Canadian workforce is becoming increasingly essential, focusing on gender equality is not just part of the solution—it is essential to Canada’s economic success.
Follow these top 3 trends if you want to signal your ongoing commitment to advancing women in leadership:
1. Breaking Down Systemic Barriers
Renewed commitment is needed to dismantle the obstacles holding women back from leadership:
- Unbiased Hiring Practices: Adopt blind recruitment and structured interviews to level the playing field.
- Equity Audits: Regular reviews of pay, promotions, and representation indicate a corporate culture focused on fairness.
- Clear Career Pathways: Transparent advancement criteria and internal guides on how to achieve them signal an equal investment in all talent pools.
Why It Matters: The systems upholding barriers to women in leadership need to change to unlock better business outcomes.
2. Redefining Work-Life Balance
Understand that employees are humans first, and that we all need space to flourish.
- Hybrid Work Models: Intentionally design return to the office considering when the team is there or client meetings.
- Parental Leave Equity: Level the playing field for families with top-up, extended and gender-neutral leave policies.
- Normalize flexibility: Prioritize deliverables-based metrics and open communication that accommodates the increased costs and demands of caregiving.
Why It Matters: Work-life balance is an important metric women use to evaluate whether they stay in a role. Prioritizing work-life balance will help to retain top talent and boost employee satisfaction, leading to increased performance.
3. Building Networks That Empower
Mentorship and professional connections are fueling women’s rise to the top:
- Mentorship Programs: Partnering with free mentorship initiatives like TPP’s Rosie Initiative provide invaluable guidance for women who do not have large networks.
- Industry-Specific Networks: Employer-paid memberships to groups like ROOM foster collaboration and strategic growth.
- Cultivate a culture of sponsorship: Encourage your Managers and Senior Leaders to invest in their team members and sponsor their advancement.
The Bottom Line:
By addressing systemic barriers, prioritizing work-life balance, and strengthening networks, companies can unlock the full potential of women leaders. These trends don’t just benefit individuals—they drive innovation, equity, and success for organizations as a whole.
The explicit dismantling of DEI (Diversity, Equity, and Inclusion) initiatives paints a sobering reality that we cannot ignore. It is essential to safeguard the gains we’ve made for women and to prevent regression.
The business and corporate community in Canada must come together to show that commitment to women’s leadership and empowerment remains strong, because when women success we all prosper.
Will you be on trend this year?
Already working on these recommendations or found this post helpful? Let us know – we’d love to share your success!
Contact The Prosperity Project’s Director of Research and Policy at rachel.mansell@canadianprosperityproject.ca