Category: Community News

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.

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. 

The Calgary TELUS Convention Centre was vibrant with energy as leaders in all sectors across the city joined us for our third Axis Connects Leadership Forum, powered by ATB. The day offered thought-provoking, dynamic and engaging conversations sparked by our incredible roster of speakers. Almost 600 mid-to senior-level professionals gathered to challenge preconceived notions of leadership, network and build strong partnerships.

The 2024 Forum had a resounding message: gender diversity in the workplace is a strategic advantage, a driver of innovation and a surefire way to success. Together, we can collectively work to advance women and create a more inclusive and equitable standard.

Here’s a recap of some of the empowering experiences, expertise and advice our speakers shared.

Dr. Ty Wiggins kicked off the day with a fireside chat about leadership transitions. We got to hear his insights on what characteristics make a great CEO (resilience, empathy, emotional intelligence and communication), and we learned some tips to make the leap to CEO easier, like building a good relationship with the board and knowing other CEOs who will be able to support you.

Zabeen Hirji discussed responsible leadership and the forces of change shaping the future of work. Her advice on how to handle being overlooked and stand out? Stop thinking about how you would be great in a higher role and start taking on those responsibilities and acting like you already have it.

“Embrace your leadership journey with purpose, courage and curiosity. You have the power to shape the future, not just for yourself, but for your employees, organizations, communities and beyond” –Zabeen Hirji

The breakout sessions helped us hone our negotiation skills with Joanna Shea, look at what’s next for Alberta with Cristina Lopez and Gitane De Silva, and examine and help shift the existing gender data gap with Danika Kelly and Janine Rogan.

Over the lunch hour, the Right Honourable Stephen J. Harper took the stage and discussed how the U.S. election results impact Canada and shared his hope for the future, not only in Canadian politics but in the overall landscape for the future.

“If you’re a young person who’s got passion, who’s got real education, who’s focused on what you want to do and is prepared to shape those ends to serve the needs of many others, I just think the sky is going to be the limit. I think it’s going to be a great time to be alive. I don’t think we should be pessimistic at all, and particularly looking at the history of women, I think the era to come is going to be the best era in human history to be a woman ever.” –Stephen Harper

Diana Matheson, Russell Reimer and Alyson Walker shared the promising new era of women’s sports, changing the narrative that it doesn’t make money or people aren’t watching. The discussion highlighted why investing in women’s sports is a good business move and shared other ways that we can all empower women in sports.

“Greatness is gender-neutral.” –Russell Reimer

Dr. Indira Samarasekera and Dr. Martha Piper captured the audience with a dynamic discussion as they shared their experiences with mentorship and sponsorship, seizing opportunities, making decisions that reflected their values even when people didn’t agree and having the nerve it takes to get to the top.

“What we often lack is nerve. Nerve to be yourself, do it your way, think differently, act in a peculiar way, reinvent yourself, take on power, make tough decisions. […] It’s always used as a negative attribute for women, almost a pseudonym for ambition. ‘They’re too ambitious, they’re too nervy.’ We believe it’s a trait to encourage in women and not discourage.” –Dr. Martha Piper

To close out the speaker sessions, attendees engaged in an interactive session hosted by Sabrina Sullivan and Meghan Donohoe to practice foresightful leadership. The room was encouraged to think outside the box, ask “What if?”’ and reimagine leadership for the uncertainties and complexities of the future.

“The promotion of women in business is really important to our economy and to our future,” says former Prime Minister Stephen Harper. “It’s great to have the Margaret Thatcher’s of the world who will power their way through, but ultimately, for most people, you need a critical mass to get that kind of change. I know that’s what Axis is doing and doing successfully.”

Missed out on this year’s forum? Become an Axis member today, and get the news first for future events.