When it comes to senior leadership positions, women are still being left behind.
Written by Emma Asiedu-Akrofi, Chief Executive Officer, Fora: Network for Change
Readers Note: For the purpose of this article, I refer to “young women” when referencing Canadian data. I recognize that this data does not accurately reflect all those navigating gender-based barriers, including trans and non-binary leaders who are all too often left out of the conversation.
A recent World Economic Forum study found women make up 32.2 per cent of senior leadership positions in 163 countries around the world, despite accounting for 41.9 per cent of the workforce.
What’s interesting is many would argue that we have achieved gender equity within leadership in Canada. Also, that women, including Black and racialized women, have increasing opportunities to step into leadership positions. And yet, study after study shows us this isn’t the case. In many ways, we’re not even close.
“In 2022, Canadian women earned 88.6 cents to the dollar compared to men. The gap widened further when looking at women of colour, who earn 59.3 per cent less than white men. ”
Recent data from Statistics Canada reports that among full-time workers in 2022, Canadian women earned 88.6 cents to the dollar compared to men, representing a 11.4 per cent wage gap. The gap widened further when looking at women of colour, who earn 59.3 per cent less than white men.
So, why does this matter? Gender equality is linked to sustainable development. The world we shape now will directly influence our social, economic, and environmental landscape.
It’s 2024 and this change hasn’t happened, despite a significant collective effort. Transformative change is required to achieve gender equity.
Diversity in leadership offers many benefits, including more innovation, stronger collaboration opportunities, improved organizational self-reflection, enhanced retention, and skill development.
Major changes must be implemented by organizations across sectors to offer fair compensation, mentorship opportunities, and mental health supports, alongside realistic role expectations. This includes making commitments to:
1. Meaningful participation over optics: Underrepresented groups should not be used as tokens to demonstrate change. Genuine inclusion of diverse perspectives in conversations should be encouraged from the top down.
2. Building pathways to leadership through mentorship: Limited mentorship access, imposter syndrome, and pay equity issues exist as barriers to women in leadership roles. Organizations need to establish clear and accessible promotion pathways, creating an infrastructure that recognizes women with intersecting identities.
3. Understanding (and overcoming) the ‘glass cliff’ phenomenon: When women make it to leadership roles, there is no infrastructure to support them. It's crucial to acknowledge that these leadership roles often lack sufficient financial support, pay transparency, and equal opportunity, all of which are essential for success. Recognizing the glass cliff is the first step in dismantling it.
When we have all pieces working in tandem together, that’s when we will start to bear witness to the full participation of women, and especially women with intersecting identities like race, in leadership.
ABOUT THE AUTHOR: Emma Asiedu-Akrofi (she/her) is a dedicated advocate for women and girls, committed to addressing gender-based inequalities. She holds a degree in political science and sociology from the University of Toronto and has over 10 years of experience working in the charitable sector. She currently serves as the Chief Executive Officer of Fora: Network for Change. As a Black Canadian woman of Ghanaian descent, Emma's work is deeply rooted in an intersectional, anti-oppressive, and inclusive framework. She recognizes the importance of acknowledging and addressing the intersecting forms of discrimination and oppression that individuals face. Emma's passion lies in creating opportunities for underserved groups to access the resources and support they need to reach their full potential. Whether advocating for gender equality, empowering marginalized communities, or championing social justice, Emma remains unwavering in her personal and professional commitment to this cause.
Emma Asiedu-Akrofi
CEO, Fora: Network for Change