The Canadian Chamber of Commerce has released a new report this week which analyzes the significant representation and compensation gaps between men and women in management occupations and the unique challenges women entrepreneurs face.

Over the past three decades, Canada has made some positive strides in advancing equality for women in business, but there’s still significant work to be done if we are to achieve the success seen in other countries — and if we are to see women reach equality in this century.  

According to the report, Barely Breaking Ground: The Slow Stride of Progress for Women in Business Leadership and Entrepreneurship, Canada is behind nearly half of all OECD countries in its share of women managers, has failed to bridge persistent representation and compensation gaps for women in management and leadership positions in corporate Canada, and has a significant representation gap in business ownership relative to women’s population share. om the Chamber's Business Data Lab, analyzes the significant representation and compensation gaps between men and women in management occupations and the unique challenges women entrepreneurs face.  

Read the full report >

Report Highlights:

Compensation - Despite women’s real wages having grown almost twice as fast as men’s between 1997 and 2023, women in management positions still earn less than men. In 2023, women made 88 cents to the dollar relative to men in the same occupations — up from 80 cents in 1997, but still severely lagging.

Representation - When it comes to the share of women managers, Canada is behind nearly half of all OECD countries.  Without further attention, women won't reach equal representation in leadership until 2129.

Senior Management -  Women in senior management jobs have had modest progress in representation and compensation over recent decades but are still underrepresented and underpaid compared with men in the same roles.

Boards -  The share of women directors only increased by 3 percentage points between 2016 and 2020, resulting in a dismal showing of 21% of all positions. No province or territory has reached parity, although there’s considerable variation across jurisdictions.

Recommendations: 

For Business and Non-Profits

• Recruit
  • Examine job descriptions to ensure they don’t inadvertently discourage women from applying.
  • Expand candidate pools through internal mobility, alternative recruiting channels and remote roles to reduce geographic limitations.
  • Track hiring outcomes to ensure diversity, equity and inclusion within the hiring process.
• Retain
  • Strive for equal pay in the workplace by re-examining job classifications annually.
  • Provide upskilling and mentorship resources to support professional development for women seeking promotions.
  • Unlock the potential of flexible and hybrid work to support workforce mental health and workers with young children.
  • Track retention outcomes to identify and resolve challenges.
• Promote
  • Recognize and reward women leaders for their achievements.
  • Track outcomes to ensure diversity, equity and inclusion within the promotion process.
  • Hold senior leaders accountable for advancing diversity goals by tying metrics

Recommendations for Governments and Public Sector Employers

• Lead by Example
  • Lead by example on flexible and hybrid work to model parent-friendly workplaces for the Canadian private sector.
  • Hold senior leaders accountable for advancing diversity goals by tying metrics to their performance reviews and incentives.
• Address Gaps
  • Address parental leave gaps for women entrepreneurs.
  • Consider altering the Business Development Bank of Canada’s (BDC) lending practices to better reach women and other intersectional entrepreneurs in the community.
  • Improve awareness of supportive funding and services available through BDC and the Women Entrepreneurship Strategy.

 

Read the full report >