October is Women’s History Month, and we’ve been taking the opportunity to highlight and profile women who have broken barriers throughout history.
Looking back to understand how far we’ve come presents another opportunity: taking stock of where we are and where we still need to go. Not simply because it’s the right thing to do, but because research shows that greater representation of women in senior leadership leads to profitability, and our Canadian economy depends on it.
Women have tried time and time again to make more room at the table, but if our current systems don’t work, are we going to keep burning out managing work and home life? Keep getting passed up for job opportunities and promotions because male bosses think we’re going to choose motherhood? Or sitting in freezing offices designed for men in suits?
his world wasn’t built with women in mind and yet we continue to fight every day to be a part of it. It’s time to change the workforce and dismantle the old boys’ club. We need to start reimagining the workplace, with a fresh perspective and — dare I say — a woman’s touch.
The reality is women, especially mothers, are fighting against a system that wasn’t built to support them. We can’t keep pretending that small fixes — such as workplace perks or token gestures — are enough to make a real difference or make up for the blatant inequalities women face every day.
Will the next generation of women leaders tolerate this? Recent reports demonstrate the answer is a strong “hell no.”
The Prosperity Project’s 2024 Canadian Households’ Perspective shows that Gen Z women are more likely to speak up for themselves when it comes to unequal pay and unequal treatment. While the pipeline to leadership for women is drying up, Gen Z women are no longer tolerating the blatant disrespect and sexism women have dealt with for decades.
Women are no longer working toward getting a seat at the table — we want a new table that has been cleaned up and wiped down.
So, what do we need to do to achieve this?
Let’s start with access to affordable child care. When women have children, they face the “motherhood penalty” — a combination of lost time, reduced income and a widening pay gap. Once women are ready to dive back into the workforce, we are faced with the crippling cost of child care and accessibility issues that make us contemplate if going back to work is even worth it. As shown in our report on child care, accessible, quality, affordable child care, such as the $10-a-day CWELCC program, helps reduce this penalty by enabling women to stay in the workforce and continue earning an income. Expanding these services is essential to dismantle the gender inequalities that persist in our workforce.
As if balancing work and family responsibilities weren’t enough, the gender pay gap continues to remind women that we are undervalued.
The Prosperity Project’s 2024 Annual Report Card revealed that only 37.7 per cent of women hold corporate board seats and studies show that women in leadership positions earn 56 per cent less on average than their male counterparts. This isn’t just about paycheques — it’s about respect, equality and the fact that women continue to fight uphill battles for leadership positions.
With 74 per cent of the workforce comprised of Gen Z women in entry-level positions, this talent pool deserves a system that genuinely supports their path to leadership. As we celebrate Women’s History Month, let’s honour the progress of the past while focusing on building a future that works for all women. The time to change how we think about work is now and immediate improvements are imperative.
Let’s ensure that in the years to come, we’re not just remembering women who fought for a seat at the table but celebrating those who are working to rebuild it.