Statistics Canada reports that in 2022, on average, women aged 15 and up made 84 cents for every dollar men made.  

The gender wage gap is nothing new. It affects women across all sectors and professional levels and happens all around the globe. Still, we’ve made progress in closing the gap in the last couple of decades. In 1998, women aged 25-54 made 18.8 per cent less than men compared to 11.1 per cent in 2021. 

Despite making strides, we still have a long way to go to attain wage parity, especially in Alberta. In 2023, Alberta was among the poorest performing provinces regarding the wage gap: women made 81 cents on a man’s dollar, compared to provinces like PEI, which has exceeded parity by one cent.  

The discrepancy starts young 

A 2018 Girl Guides Report showed that girls aged 12-18 earned about $3.00 per hour less than boys during full-time summer jobs, and the gap widened to $6.31 per hour in informal settings, like working for family, friends and neighbours. Faced with the wage gap right from the get-go, women typically slowly accrue more financial challenges than men as time goes on, like taking longer to pay off student debt.

Impact and solutions

The pay gap is a disadvantage to more than just women; it’s costing the economy at large. In a 2016 report prepared by Deloitte for the Ontario Ministry of Labour, it’s estimated that the gender wage gap contributed to $18 billion in yearly household income losses in Ontario alone. But, if we closed the gap and families’ income increased with equal pay between genders, Deloitte estimates that government spending on social assistance, tax credits and child benefits could decrease by $103 million.   

The increase in women’s wages in recent years is largely due to more representation across occupations and an increase in education. The Pay Equity Act — which looks to achieve pay equity by correcting gender-based discrimination — came into play in 2021. Now, we must collectively champion more representation of women across all sectors, uplift and empower young girls and continue to give women opportunities to advance professionally.  

Keep up with how we continue to champion gender equity in the workplace and become an Axis member today.  

Beyond the benefits to workplace culture, employee well-being and performance, equity and inclusion in the workplace drives economic growth. According to a 2023 Moody’s Analytics report, closing the labour force gender gap could boost global economic activity by seven trillion USD.  

In Canada, between 1976 and 2015, the labour force increased by 8.8 million, 5.2 million of which were women,* and this has helped strengthen the economy we know today. 

Still, despite all the evidence that when women work and get paid an equal wage, the economy grows, we have not yet reached full gender equity in professional settings. 

Here are three common barriers for professional women and a look at how taking equitable steps to dismantle them will have economic advantages. 

Unaffordable childcare: Lack of affordable childcare is keeping women out of the workforce. Less women in paid positions means less economic growth. Quebec has taken the lead on tackling the problem of unaffordable childcare, and its women’s employment rates show for it. A 2024 Desjardins report estimates that if the rest of Canada implemented similar subsidized childcare and caught up to Quebec’s women’s employment rate (89 per cent) by 2030, 350,000 jobs could be added, and the national GDP could increase by 1.5 per cent.  

The wage gap: Women make 84 cents for every dollar a man makes, which is actually costing the government a lot more than we might think. When the wage gap closes, household incomes increase, boosting the economy and decreasing government spending on assistance, credits and benefits.  

Unequal representation in leadership: Studies have shown there’s an increase in profit when more women take on leadership roles. Diversity in boards leads to a variety in management skills, solutions and decision-making, upping the chances for increased profit. Amplifying women’s workplace advancement opportunities is a key to economic growth: a Peterson Institute for International Economics study found that a shift from no female leaders to 30 per cent representation leads to a 15 per cent increase in company profit. 

Equity in the workplace is not just good for women; it’s good for everyone. It’s a business case with proven economic advantages. At Axis, we’re committed to helping more professional women advance in the workplace for a more equitable and economical future.  

Become an Axis member today. 

*International Monetary Fund 2017 Working Paper: Women are Key for Future Growth: Evidence from Canada 

As we look back on 2024, a year of growth, connection and championing women at work, we’re instilled with a sense of excitement and hope as we enter the new year.

This last year, the Axis Connects community grew by 35 per cent, with 5,453 individuals now part of our community. We hosted more than 20 annual events, networking opportunities, dialogue series and other initiatives, and the community responded well. Our events saw over 3,000 attendees.

Our growing circle is a testimony to the demand for community and connection for mid-to senior-level professional women and the promotion of gender equity at work. Here’s a look at what we did in 2024 to help answer this call.

Our key events

Our fifth annual Calgary Influential Women in Business Awards saw its largest audience. Thirteen hundred people gathered to celebrate the six honourees doing impactful work advancing gender diversity. We are thrilled to continue celebrating community champions.

Our third Axis Connects Leadership Forum was a success, welcoming over 600 leaders from across the country. This number demonstrates 50 per cent growth in attendance year over year, which excites us for the coming years. We welcomed Stephen J. Harper as a keynote speaker and an incredible roster of industry leaders.

Building networks

Our Career Development Dialogues series continued strong, with five events helping educate and empower over 500 participants. We hosted 11 “Lunch with a Leader” events and gathered for Stampede, holiday and roundtable networking initiatives.

Board Ready Women

Board Ready Women continues to create opportunities for women on boards, and we’re delighted to say Alberta’s female board representation is growing. And so is Board Ready Women. It welcomed 306 new members this year. Its membership now reflects women from five different countries.

As we enter 2025, we’re excited and hopeful for new connections with like-minded people and more opportunities to uplift one another.

Don’t miss our upcoming 2025 events; become a member today.

We hope to see you in the New Year!

How to get the support you need to fulfill your professional potential.

If you’re not getting enough support from your manager to advance your career, you’re not alone. According to McKinsey & Company and Lean In’s 2024 Women in the Workplace report, less than half of women report getting help advancing or navigating work challenges from their managers.

Here are three ways to start finding the resources you need to move forward and gain the support you’re looking for.

Advocate for yourself

Schedule a time to talk to your manager about your concerns and ask for what you need. Explain why this support is in both of your best interests. Be clear in what you’re asking for and as specific as possible. If you’re looking for more resources and opportunities, come prepared with suggestions for training workshops and professional development courses you’re interested in. If you feel undermined or like you’re not being heard, think of specific examples you can communicate to your manager to help create a plan to avoid those situations moving forward.

Look for mentorship in other places

Look around your company. Network internally and get to know other leaders. Is there someone else who champions women’s advancement and would be willing to mentor you? Are there other senior leaders that can help promote your career growth? Are there connections outside the office and in your personal network that can give you the support you’re looking for?

Mentorship can come from different influential people in various areas of your life — there is no one-size-fits-all pamphlet on your perfect mentor, and if your manager is not supporting you, it’s time to look elsewhere.

Join Axis Connects and connect with other like-minded professional women. Become a member today.

Explore ways your company can help

Research shows that managers may not provide adequate support for three reasons: their priorities and performance expectations are not aligned, they lack time and resources and they are not included in the conversation on what’s expected from their role.

Often, companies expect managers to help advance and support their employees but don’t necessarily evaluate them on those expectations. It might be worth bringing up your concerns to someone else in the company to see if those expectations and actions can align by implementing different ways to evaluate managers. And if your company includes your manager
and their input in the conversation, it shows better promise for a change in performance.

Nearly half of managers feel burnt out, which could be a cause of why you’re not getting the support you need. Talk to your company and see if they can provide the management team with tools or ways to lessen their workload — most businesses know good management is an asset to a company and worth investing in.

As the year comes to a close, we take a critical look at the 2024 trends in women’s advancement to better understand what needs to be done in 2025 to keep the momentum going.

A big-picture look

Overall, gender equity in the professional setting did not see a lot of advancement in 2024, but there were a few wins for women in the workplace.

McKinsey & Company and Lean In’s 2024 Women in the Workplace report shows that 29 per cent of C-suite leaders are women, a jump from just 17 per cent back in 2015. And in the last decade, female representation has increased at every level. There is no denying that we’re making headway to gender parity, but at what speed?

According to the World Economic Forum’s 2024 Global Gender Gap Report, in Canada, the gender gap is 76.1 per cent closed, 0.1 per cent less than last year. Canada also dropped six rankings, coming in at 36th in the Global Gender Gap Index 2024 rankings.

What do companies have to say?

Seventy-eight* per cent of companies say gender and racial diversity are high priorities; this is 10 per cent less than in 2017. Since 2022, formal mentorship programs focused on women have declined from 48 per cent to 37 per cent, and internship programs for women have dropped from 24 to 11 per cent.

There’s been an increase in DEI training for managers, but it’s not proving to be overly effective. Ninety-one per cent of companies offer management training to create respectful and inclusive environments (compared to 82 per cent in 2022). Still, only 54 per cent of employees say their managers actually encourage this type of behaviour.

Eighty-six per cent of companies offer bias training for employees and 60 per cent offer allyship training, but only 11 per cent of men recognize microaggressions against women.

According to the Deloitte Women @ Work 2024 report, 43 per cent of women say they experienced microaggressions or harassment (or both) in the past 12 months. This is one per cent less than in 2023.

What does this mean for 2025?

The needle is moving, but slowly. McKinsey & Company and Lean In estimate total gender parity is 50 years away.

It takes a collective effort to advance gender diversity, and as we head into the new year, Axis is committed to championing gender equity and helping drive change. We will continue to celebrate the advancements and positive actions being taken, and offer more opportunities through our events, programs and workshops, where women in business can connect, network and advance professionally.

Together, we can keep opening more doors for women on our journey to gender parity.

Keep an eye out for Axis Connect’s 2024 numbers on women in the workplace coming soon. Stay up to date with what’s happening in women’s advancement and become an Axis member today.

*All statistics have been pulled from McKinsey & Company and Lean In’s 2024 Women in the Workplace report (focused on women in corporate America) unless otherwise stated.

Everything you need to know about the Calgary Influential Women in Business Awards nomination process.

Every year, we host the Calgary Influential Women in Business (CIWB) Awards to recognize and celebrate the people and organizations who are advancing gender diversity and inclusion in business. First launched in 2020, this gala event has quickly become a must-attend with more than 1,400 local visionaries and leaders ready to celebrate the honourees. As we continue to toward gender diversity and equity becoming the industry standard in professional spaces, it’s vital to recognize the remarkable leaders who are helping change the landscape along the way. Join us in celebrating the changemakers helping move us forward.   

The 2025 nominations are now open. Here are a few things to know.  

• • • Nominations are open until December 31, 2024. 
    • Winners will be announced on International Women’s Day, March 8, 2025. 
    • The awards ceremony will be held April 16, 2025. 

Who to nominate

Do you know inspiring professionals helping Alberta’s business landscape reflect more diversity in its leadership? Take a look at the CIWB categories and see which one applies to your nominee best.  

CIWB will announce five women and one man as winners. The categories are professional services, large enterprise, small-medium enterprise, social enterprise and male champion. 

Once you find the right category, make sure your nominee’s company headquarters is based, or has significant presence, in Alberta. All nominees must identify as female (with the exception of the male champion category) and be available to attend the Awards Gala on April 16, 2025, in Calgary, if selected. 

How to nominate

Now that you know who to nominate, log in or register on our website and complete the online nomination. You will need to provide two to three letters of recommendation, a minimum of two reference contacts and an up-to-date curriculum vitae highlighting key elements of the nominee’s career and education. Most importantly, make sure to highlight how your nominee is championing and supporting women in the workplace with clear examples of impact. After that, it’s as simple as pressing submit! 

We judge the nominations based on professional accomplishments, community involvement, the promotion and advancement of women and overall influence on the Alberta business community. 

Winners will be announced in March. Good luck to all nominees!  

To learn more, visit our website.