In 2019, your company’s gender diversity strategy shouldn’t be a side hustle GlobeBusiness
Story continues below advertisementbased on a survey of more than 900 Canadian tech companies, co-authored by our organization, PwC Canada and MaRS Discovery District, found that women account for just 5 per cent of CEO roles and 13 per cent of executive team positions. More than half of the companies have no female executives, only 8 per cent of director roles are filled by women, and 73 per cent of firms have no women on their boards at all.
The problem is by no means limited to the tech industry. The dial is stuck across the board. In 2018, the largest comprehensive study on women’s status in corporate North America, co-sponsored byand McKinsey & Co., found that women continue to be vastly underrepresented at every level. Women are less likely to be hired for entry-level jobs, less likely to be hired into manager-level jobs and far less likely to be promoted into them.
And yet, despite all the buzz about diversity and inclusion, and all the companies scrambling for female talent, I don’t encounter many that are making their gender-diversity strategy a true investment priority. Maybe they have a line about women’s advancement in their annual report. Maybe they have a person or office responsible for their diversity and inclusion strategy.
I’m not suggesting that companies should focus on gender diversity at the expense of a multipronged diversity, inclusion and belonging strategy. Both are essential. But if they’re serious about achieving gender balance, the issue requires its own focus and investment.
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