Category: Community News

Looking Back and Looking Forward

In 1975, March 8 was designated as International Women’s Day. Now, 50 years later, we look at the impact of the annual celebration and acknowledge the work still to do.

International Women’s Day (IWD) has been around for over a century, originating back to 1911. In 1975, the United Nations designated March 8 as its official date, marking the start of the Decade of the Woman. That same year, newspaper headlines featured the Why Not? campaign, calling attention to the lack of women in the workplace and unequal pay between men and women.

Since then, we’ve seen some changes: the Government of Canada appointed a gender equity task force to look at creating a more equitable pay system, and the gender wage gap slowly decreased. Rates of women in the workplace have increased: female representation has increased at every work level in the past decade, and 29 per cent of C-suite leaders are women.

For decades, activists have called for advancements in women’s rights, and there’s been some progress, and we’ve witnessed change in our city here in Calgary, too.

Celebrating Calgary’s memorable moments

Calgary has a long history of women breaking the mould and helping pave the way for the future of young girls. Women’s rights activist Nellie McClung, and member of the Famous 5, lived in Calgary and was instrumental in having women recognized as persons in 1929.

Fifty years ago, when IWD was given its official annual date, Calgary was in the thick of second-wave feminism; exciting things were happening. Virnetta Anderson, the first Black person to serve on Calgary City Council, had just been elected. She was one of four women on Council from 1974 to 1977, a significant increase from the previous term where Barb Scott was the sole woman. 

From a political standpoint, Calgary has seen many exciting firsts. In 2021, Calgary elected Jyoti Gondek, its first female mayor, and that same year, a record number of women ran for Council.

Both the big and small wins can, and should, be celebrated, however, women still make 84 cents for every man’s dollar and we are less likely to be promoted. There continues to be a lack of female representation in senior-level leadership roles as well as in politics — there have been more men named John who have sat on Calgary Council than women.

Keep your on the gas

According to McKinsey & Company’s Women in the Workplace 2024 report, full parity for all women in the workplace is approximately 50 years away, so there’s still work to do. As we celebrate International Women’s Day this year, it’s worth examining how we can continue to promote equal rights and opportunities.

For leaders, you can consider if your workplace is actively working against cultures of sexual harassment and microaggressions positioned at women. Are you placing unfair expectations on women to take on unpaid work? Do you provide adequate parental leave and flexibility for working parents? Do you provide opportunities and programs for women’s advancement?

Career advancement programs for women have decreased, yet we still need them. More women have bachelor’s degrees than men, yet make up the minority of entry-level positions. Not to mention, Alberta’s gender pay gap is among the largest in the country.

Collectively, we must all keep working towards an equitable future for women and create impactful change, just as we have done for the last 50 years.

Join Axis as we continue to work towards women’s advancement in the workplace. Become a member today.

A lifetime of achievement

Foulkes spent two decades as a geologist before transitioning into investment banking, where she shifted towards a more strategic approach to leadership and governance. Currently, she serves on the boards of Chord Energy and Pine Cliff Energy. She also founded the Canadian platform for Tudor Pickering Holt & Co., a U.S.-based energy investment bank, and continues to serve as a senior advisor to the firm.

A firm believer in education and the power to inspire through teaching, Foulkes is vice chair of Let’s Talk Science, a STEM outreach education organization that works to develop skills in Canadian youth. Foulkes is a proud mother of three daughters, she’s executed and advised on billion-dollar client transactions, been the only woman in a C-suite position at Penn West Exploration, and still finds time to advance the pipeline of future talent in the energy sector through mentorship and coaching.

“I don’t spend a lot of time mentoring people who want to know how to get to the next level in an organization and whose focus is on getting the next promotion. I focus much more on the underpinnings: the self-discovery, managing one’s life, the ups and the downs and setting the stage for whatever choices people want to make,” says Foulkes. “It’s not about providing advice so much as it is very similar to a board where you’re asking illuminating questions. That’s really the approach I have to the mentorship that I provide. It’s just such a rewarding part of my life, and I learn so much from it, as well.”

The leader within

Foulkes’ believes leadership is most impactful when everyone on her team can embrace a collective vision and recognize their part, no matter where they are in the organization. Her business philosophy prioritizes bringing people together for the better.

“People thrive in an environment where they see opportunity. They see a way to contribute, they understand their accountabilities, and they want to be successful for themselves and their families.”

Foulkes is focused on the early stages of the career pipeline, believing this is where we need strong female leaders to help pave a clearer path.

“If there isn’t a recognition of all the microaggressions that take place and all of the areas where women’s careers can be thwarted by less effective leadership, then we cut off the pipeline of potential leaders too early,” she says. “Removing the barriers, for younger people in the industry, or in any industry or corporation, is about teaching leadership throughout the organization so that every level understands that they are leaders.”

As our 2025 Lifetime Achievement award winner, Foulkes is devoted to helping advance women in the workplace and believes we’re better off for it. Now, more than ever, Foulkes believes in the need to advance diversity, equity and inclusion in the workplace.

“When we are with people who are exactly like us, we don’t make good decisions and we don’t inspire innovation. Sometimes, instead of seeing talent, we see just difference, and that’s almost human nature. It can be overcome, but it is human nature. So why would we not recognize that we have to continue to evolve in our understanding of talent?”

Please join us in celebrating Hilary Foulkes and her lifetime commitment to advancing women in business.

Lifetime Achievement Award

Hilary Foulkes, Board Member, Chord Energy & Pine Cliff Energy; Senior Advisor, TPH Canada; Vice-Chair, Let’s Talk Science

Hilary Foulkes is a trailblazer in the energy sector, known for her resilience and adaptability. From geologist to corporate governance leader, she has been a strong advocate for mentorship, diversity, and community involvement. Notably, she’s mentored over 25 women in the industry and supported causes like Let’s Talk Science. Her journey, shaped by perseverance and a commitment to giving back, makes her an inspiring role model for future leaders.

Large Enterprise Award

Shelley Powell, SVP, Operations Improvement & Support Services, Suncor

With a remarkable 30-year career in the oil and gas sector, Shelley’s journey from process operator at Suncor to senior vice president demonstrates the power of resilience and embracing challenges. She encourages young women to push boundaries and prioritize self-care.

Small/Medium Enterprise Award

Allison Grafton, President & Founder, Rockwood Custom Homes

As the president of Rockwood Custom Homes, Allison is a bold leader who emphasizes integrity, mentorship, and staying true to your values. She is deeply committed to supporting fellow entrepreneurs and pushing the limits of what’s possible in Calgary’s entrepreneurial landscape.

Professional Services Award

Alison Jackson, Managing Partner, EY Calgary

Managing partner at EY, Alison is passionate about advancing diversity and coaching women to achieve their full potential. She believes that leadership requires authenticity and a commitment to creating inclusive environments where everyone can thrive.

Social Enterprise Award

Sue Tomney, CEO, YW Calgary

As CEO of YW Calgary, Sue has helped grow the organization into a sustainable social enterprise. Her leadership is grounded in integrity, curiosity, and humility, and she has played a key role in raising over $53M to support women and families in need.

Male Champion Award

David Smith, Retired CEO, Keyera Corp.; Director, Advantage Energy Ltd. & Wajax Corp.

A long-time advocate for women in business, David’s work at Keyera Corp has led to 50% female representation on its senior executive team. His commitment to diversity and inclusion has made a lasting impact, and he believes building diverse teams makes us all stronger.

This article is filled with incredible stories of determination, leadership, and the drive to make a positive impact. These award winners’ achievements are shaping Calgary’s business landscape, and their journeys will inspire you to embrace change and lead with purpose.

Go check out the full article in Business in Calgary to read more about these exceptional leaders and their groundbreaking work!

When it comes to our mental health, knowing specifically what we’re experiencing can be helpful so we can get better. But the symptoms of burnout, stress and depression so often overlap. Someone can feel severely overwhelmed and not necessarily be struggling with burnout. The same goes for the physical symptoms associated with burnout, like fatigue,
headaches or insomnia. It can be hard to identify the root cause of our issues — so how can we tell if we are facing burnout?

Burnout is an ongoing deep state of exhaustion. It often inhibits feelings of accomplishment and enjoyment — especially at work, as it typically derives from prolonged work-related stress. For women in leadership, it can be easy to ignore signs of burnout or dismiss them as something else, especially when they feel external pressure to keep pushing forward, even when symptoms arise.

Dr. Valerie Taylor is the department head of psychiatry at the Cumming School of Medicine. As an expert with extensive experience in how mental health relates to the body, she knows the intricacies of burnout and how it shows up. The issue is that the symptoms of burnout can just as easily be signs of a different underlying cause.

As a starting point, Taylor suggests getting any physical symptoms, like weight loss, pain or cognitive changes, checked out by a physician to rule out any medical concerns. There’s no use in assuming your sudden changes in appetite and sleep patterns are linked to burnout when they may need to be uniquely addressed.

On the other hand, people often think depression is the cause of burnout when, in reality, it’s more often the opposite, explains Taylor. It’s a little trickier to decipher the root cause, but Taylor explains burnout is more situational, whereas depression is less so, affecting more areas of your life and going as far as causing thoughts of self-harm.

It’s difficult yet vital to identify exactly what you’re experiencing in order to find the right treatment and solutions to heal. Taylor suggests revisiting what you’re feeling through a new lens.

“I often try to tell people, ‘If you saw the symptoms that you’re experiencing or the things that you’re feeling in your friends, what would you do?’ Often, that type of self-reflection can be helpful,” she says.

To help you find out if you’re struggling with burnout, the Mayo Clinic offers the following questions to consider.

• • • Do you question the value of your work?
    • Do you drag yourself to work and have trouble getting started?
    • Do you feel removed from your work and the people you work with?
    • Have you lost patience with co-workers, customers or clients?
    • Do you lack the energy to do your job well?
    • Is it hard to focus on your job?
    • Do you feel little satisfaction from what you get done?
    • Do you feel let down by your job?
    • Do you doubt your skills and abilities?
    • Are you using food, drugs or alcohol to feel better or to numb how you feel
    • Have your sleep habits changed?
    • Do you have headaches, stomach or bowel problems, or other physical complaints with no known cause?

If you answered yes to any of the questions, consider the possibility of burnout. Examine your work environment and reflect on whether that may be the cause of any of the above issues. Get a doctor to check your physical symptoms to rule out any different medical or mental health issues.

“Pay attention to your pain. If you don’t feel well, try to understand where that’s coming from, whether or not there’s another underlying physical cause, or if something is going on within your work environment or home environment. Don’t push it off and try to white-knuckle your way through it. That has rarely worked,” affirms Taylor.

Join the discussion on how burnout shows up in professional women. Become a member today.

With International Women’s Day around the corner, women are asked to organize galas, celebrations and fundraisers, adding more to their workload of unpaid tasks.

Every year, March 8 marks International Women’s Day. International Women’s Day (IWD) celebrates the achievements of women and girls in social, economic, cultural and political climates, and calls to accelerate gender equity. IWD dates back to the 1900s as a way to fight for women’s rights. We’ve come a long way since then: women gained the right to vote, shattered many glass ceilings in male-dominated fields, and have more equality in legislative rights — celebrating these achievements is valuable. But behind the celebration, there’s a hidden cost for women.

Emotional labour and unpaid work

It’s important to acknowledge how far women have come and how far we have yet to go, but IWD events tend not to dig that deep. And sometimes, these events can feel performative — think of the companies who host a special day for women yet continue to have a gender pay gap and tolerate a work culture that is dismissive toward women. The cherry on top of these once-a-year events? Women are usually the ones asked to organize them.

The weight and responsibility of planning IWD often falls on the shoulders of women. Across the board, women make up the majority of those who take on unpaid work. Think of social committees, school volunteers and gala organizers: women tend to take on those roles, and this is largely due to a volunteering history from when most women did not hold paid positions. Yet now that most women are in the workforce, the expectation to take on additional, unpaid responsibilities remains.

Companies will often ask female panellists to speak without pay, female employees to organize an IWD gala outside of working hours or ask the women in the office to brainstorm ideas on what the company can do.

It’s time to revisit how we celebrate and advance women and make sure it’s causing more good than harm.

How can we celebrate differently this year?

This IWD, ensure the way you or your company celebrates does not bring more unwanted work to women. And know that the responsibility to plan and organize an event doesn’t have to fall on you if you’re the one being asked. This year, alleviate the emotional labour some women have to carry and celebrate in useful ways. Some Calgary-based companies, like Toast — a member collective for women in tech — are even going as far as sitting this IWD out.

Celebrate women in your circle. Instead of sharing a trending Instagram post everyone has seen, make your declarations more personal and intentional. If you feel like making a statement online, make sure it’s attached to action, like donating to organizations that help advance women’s rights and successes. In the workplace, women want equal pay and healthy work cultures. Ask your employees what they need or what could help them. Revisit company policies. Find the gaps and start closing them.

Join Axis in helping promote women in the workplace. Become a member today.

Women make up slightly above 50 per cent of Canada’s population, yet we are still far from equal political representation.

Historically, there were no women’s washrooms near the House of Commons. Originally, political spaces were never imagined as rooms where women would be welcome. And while women have made great strides in the political landscape today, the gap in women in politics remains.

Sarah Elder, owner of Madame Premier and podcast host of The Briefing Note, has an extensive political background, having worked as a research officer and assistant to various municipal ministers. She knows firsthand the lack of representation of women in political discussions as someone who has been, at times, the only woman in the room.

Elder explains that fundraising for a campaign is one of the biggest barriers to elected positions in politics. Beyond funding, professional background and the perception of unpaid work act as barriers, too.

“If there are two people in front of you, and you ask them both, ‘What do you do?’ One of them says, I’m an accountant at an oil and gas company,’ and the other says, I’m a stay-at-home mom,’ and they both want to run for office. Who do you think people would naturally turn towards as being thought of as a more qualified candidate?” asks Elder. It’s the standard to dismiss women who have taken a career break to take on domestic responsibilities without ever acknowledging the possibility that she may have extensive political expertise.

The Glass Cliff

An additional phenomenon that affects women, and one we are currently seeing in today’s Canadian political landscape, is the Glass Cliff. The Glass Cliff happens when a woman is put in a leadership position at a time of crisis or uncertainty where failure can be imminent. Following Trudeau’s resignation, three women have entered the race to become the next Liberal Party leader.

“They would inherit the crisis, turmoil and everything that Justin Trudeau is leaving in his legacy and his departure from politics, coupled with the precariousness of being in a minority government and, almost immediately after, going into a federal election, where the outcome of that election and the future of the Federal Liberal Party is really uncertain,” explains Elder.

The issue is not that women can lead in difficult times; it’s what happens after the circumstances cause her not to succeed. Also, it’s worth asking ourselves why women are called on in times of crisis and ultimately set up to fail.

“We want women to lead and be political leaders in a good time, not just a bad time, when their chances of failure are high, because who comes up after them in the vacuum of leadership? Typically, a man.”

Elder explains that when a woman fails in the eyes of the public, it’s easy to look past the circumstances she took on and only see a lack of qualifications or skill. Plus, it sets up an unfair, yet common, argument to say that a man in power has always worked before; therefore, we should return to it, albeit once the woman has cleaned up the mess.

Participating for change

Before 1918, women did not have the right to vote, and even then, it was exclusionary for certain women. “Women had to fight for the right to vote and to be considered persons under the law in Canada,” says Elder.

Today, some overlook the fight for that right; only 68.5 per cent of women voted in the general 2019 election. At just over 50 per cent of Canada’s population, women make up the majority, and in a numbers game, there’s a lot of power in the majority.

“There is a huge diversity of thought and political belief within that percentage, which is absolutely fundamental to healthy democracy,” says Elder. “What we also have in there is a huge opportunity, as women, to shift policy.”

If women rallied together, no matter their political stance, and became more involved in politics — whether through elected roles, voting involvement or advocating for more participation — the impact would be significant.

With more women at the table, policy-making includes more voices and creates effective change in policies that affect everyone. “All of a sudden, the conversation changes when you have possibly even just one person at the table who has a different lived experience,” says Elder.

Don’t miss more conversations on women in leadership. Become a member today.

In our new Burnout 101 series, we’ll dive deep into all things burnout and provide expert tips on what it is, the risks associated, how to recognize and manage it, and how it pertains to mid-to senior-level leaders. This month, we look at the basics of burnout and how people reach that point of exhaustion. Plus, Dr. Valerie Taylor shares some tips to help manage its symptoms.

Burnout is more than just feeling too busy or overwhelmed, and it doesn’t happen overnight. It tends to show up after an accumulation of varying factors and/or prolonged stress, resulting in a state of all-encompassing exhaustion with negative and serious effects. For women who work in senior leadership with a lot on their plate, it can be hard to recognize whether or not what they’re feeling is burnout.

“People talk about feeling frayed at the edges. They’ve lost the capacity to handle things the way they once did because they are exhausted,” says Dr. Valerie Taylor, department head of psychiatry at the Cumming School of Medicine. Taylor has extensive experience in mental health and its links to the body. She leads the Taylor Lab, which investigates potential new treatments for mental illness, among other focuses. She has various clinical trials that are looking at modifying the gut microbiome as a way to treat mental illnesses. Her research and knowledge on the links between mental illness and disease provide expert insight into why burnout is so much more than just a catchphrase.

Common reasons that lead to burnout are having too much on your plate to manage, not feeling recognized or valued, having difficulty setting boundaries and feeling like you’ve lost control.

Burnout shows up as mental, physical and emotional exhaustion, with symptoms that can include headaches, muscle tension and other types of physical discomfort, brain fog, difficulty concentrating, a diminished sense of accomplishment and fewer coping skills.

“If we’re thinking about work, things that you used to take joy from at work, you don’t anymore,” explains Taylor. “What happens if that’s not addressed is that it can lead to a sense of helplessness and a lack of motivation, and then you become less engaged, and it starts to create a vicious cycle.”

And while it is critical to address, it can be difficult to manage. Here, Taylor suggests a few tips to help you lessen the effects of burnout.

Avoid multitasking: Mute the email notifications, move away from your phone, work in shorter, uninterrupted bursts and focus on the task at hand. Start building time in your day for a rest or a planned walk, and avoid phone distractions.

Make time to be mindful: It’s easy to overlook taking breaks, but setting aside a little bit of time to relax, reset and take a few deep breaths can make a big difference. Taylor suggests exploring different apps that encourage mindfulness and relaxation periods throughout the day.

Set clear boundaries: Know your limits and enforce them. This will help you feel like you’re gaining back a sense of control, which can be helpful when things feel overwhelming.

Pursue activities you enjoy: While it’s important to avoid taking on too much, finding something that will give you a sense of personal satisfaction is also valuable. Taylor suggests community engagement activities, like volunteering, to boost how you’re feeling. “Those things actually change your brain. They increase chemicals like serotonin, dopamine or oxytocin that make us feel better.”

Surround yourself with good people: Taylor explains that “burnout can make us socially isolated. You may think, ‘I feel miserable. I don’t want to make my friends miserable. I’m not going to go be with them.’ But actually, those small activities, even just laughter, can really make a huge difference.”

Don’t miss out on our events, networking opportunities and more conversations exploring issues relevant to mid-to senior-level leaders. Become an Axis member today.

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.