This week following Mother’s Day, we’re thinking about women in traditional and non-traditional roles. Mothers with jobs still also work more at home, despite the fact that many men are doing their fair share in the kitchen and nursery. But maybe change is coming. We take a look back with women MBA pioneers and a look ahead for women architects and engineers. And, because it’s nearly summer, we head out to play!

More of the same

It may be a great place to live, but Canada is ranked 19th out of 43 nations as a good place to be a mother. Working mothers are still pulling double duty, trying to balance the demands of a full-time job and managing a home. Despite the fact that many men are stepping up to dirty dishes and dirty diapers, women still carry the majority of responsibility for child-rearing. And, they’re earning less in the workplace.

READ: “Canada’s Working Moms Still Earning Less, Doing More Than Dads” by Kazi Stastna, CBC News, May 10, 2012.

READ: “The Promise of Economic Security for Our Mothers” by U.S. Senator Kirsten Gillibrand (New York), Huffington Post, May 12, 2012.

READ: “Do Women Really Outearn Men?” by Emily V. Troiano, Catalyzing, May 10, 2012.

But change can happen

It’s hard to remember that there was a time when women’s washrooms were an issue in business schools (and some Legislatures!). It’s important to remember the brave women who led the way in bringing change.

READ: “Women MBA Pioneers Share Tales of Toil and Triumph” by Charlotte Clarke, The Globe and Mail, May 8, 2012.

Women taking credit

The work of talented women, like many of the architects who worked with Frank Lloyd Wright, has often been overlooked and uncredited. It’s time to take back women’s place in history, and offer today’s girls and young women historical role models who have been hidden. Oh yes, it’s good for the economy, too.

READ: “Why We Need ‘Well-Built’ Women” by Lori Sokol, Huffington Post, May 3, 2012.

And taking shots

It isn’t about the golf. It’s about the networking. Virginia Rometty’s career won’t suffer if she isn’t a member of Augusta National, as her predecessor CEOs at IBM have been. But the exclusion of women who haven’t reached the corner office from the informal networks in their workplace represents diminished opportunity for them and for their companies.

This U.S. example has received apparently endless media attention, but what examples of old boys’ networks (and the privileges that go with them) can we find in Canada?

READ: “Nice Girls Who Play Golf Do Get The Corner Office” by Leslie Andrews, Forbes, May 4, 2012.

READ: “Reflecting On Augusta” by Ilene H. Lang, Catalyzing, April 9, 2012.

Once again this year, the G(irls)20 Summit will immediately precede the June meeting of the leaders of the world’s largest economies in Mexico City. The young women, chosen to represent the 20 nations whose leaders will be at that other summit, will debate issues and learn techniques to share their thoughts and tell their stories.

And, once again this year, you can support them by reminding world leaders that empowering the 3.5 billion women worldwide whom they represent will lead to innovative economies, stable countries and socially innovative communities. Just go to the G(irls)20 Summit website, get your number, and share with your family and friends.

Then, send a photo to the summit organizers, creatively displaying your number and your location, and follow the summit on Facebook, Twitter and Google+. Add pictures, exchange ideas, make friends, and join your voice with the 3.5 billion!

If you wonder if the summits make a difference, check out what some of the 2010 and 2011 delegates have been up to since attending their summits. They’re just a few of the “3.5 billion ways to change the world”.

My number is 25124. What’s yours?

Canadians love technology. They connect on the Internet, share on Facebook, tweet on Twitter, and, increasingly, they share forums on LinkedIn.

The Catalyst LinkedIn group is a great example of Canadians using technology to trade information, ask questions and exchange opinions and ideas. A couple of examples:

Following the announcement of the Catalyst Accord, a member used the Catalyst LinkedIn group to congratulate Catalyst on the initiative. Other members broadened the discussion beyond the importance of women on corporate boards to the value of diversity on boards and the challenges to achieving board membership that is more representative of the population.

When the Catalyst MARC initiative was mentioned in a Globe and Mail article, another Catalyst LinkedIn member posted a query about the participation of Canadian men.

The question provided an opportunity for MARC leader Jeanine Prime to point out that we’ll be seeing guest blogs by men from Canada and many other nations, and for Catalyst Canada’s Christine Silva to suggest that group members encourage their male co-workers to join. We know many Canadian men who are champions of women in business. Many of them speak at our events; some of them are on the Catalyst Canada Advisory Board; others have been recognized at The Catalyst Canada Honours. Perhaps you work with one of them.

Other Canadians are starting and participating in discussions ranging from women in the technology sector to women’s path to the boardroom. Why not check it out, and join the conversation.

The next time provincial and territorial leaders meet, four of the 13 people at the table will be women. In the past year, two of those women—Newfoundland’s Kathy Dunderdale and, just this Monday, Alberta’s Alison Redford—have led their parties to electoral victory.

Will the nature of Canadian political discourse change now that women comprise approximately 30 per cent of our leadership? Will women’s voices raise different issues, or bring fresh perspective to standing issues?

Shari Graydon, who has led an initiative to increase the media presence of women with expertise in a wide range of disciplines, suggests that women do make a difference. In a recent Globe and Mail article, she notes that, as women become more engaged in providing context on “issues ranging from tax policy, emergency preparedness and mental health, to refugee rights, climate change and the need for a national food strategy, [...they’re also making] references to families, community, safety, health and education. More women engaging in the public discourse does, indeed, shift the conversation.”

And what about the Alberta election itself? The country has been fascinated by the contest between two strong women, either of whom could have been premier on Tuesday morning. It was almost equally fascinating to see the absence of comment about gender.

A week or so before the election, I was in Calgary. Naturally, the election was a hot topic of discussion and debate. I was surprised, delighted and gratified to hear discussions that focused on the ideas and strengths of these two leaders who happen to be women, rather than commentary about “women leaders”.

It may have been the presence of two strong, and very different, women that precluded the subtext of gender that has boxed women into stereotypes so frequently in the past.

Or, more optimistically, have we achieved a new political maturity that puts ideas and policies ahead of gender?

I always enjoy the opportunity to see Catalyst events through the eyes of newcomers to our organization. Erin Leonty, who has joined Catalyst recently as Membership Manager for Western Canada, shares her early impressions of Catalyst events below.

Erin is looking forward to meeting Catalyst members and friends at events throughout Western Canada. Look for her at Catalyst Connects in Calgary on April 17.

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As a Membership Manager in Western Canada, I have the opportunity to meet accomplished leaders in the business community, hear them speak about their experiences and lessons learned, and listen to their words of wisdom. Over the last few weeks, various networking events, from large-scale luncheons to intimate dinners across Alberta and British Columbia, have touched on a wide range of topics of interest to people from various backgrounds, geographies and industries.

But despite the many differences in challenges and opportunities that these role models have encountered, I noticed a strong theme emerging from their messages: know yourself!

On a beautiful evening at the Vancouver Art Gallery, I, along with more than 100 talented professionals, was inspired and empowered by a “fireside” chat with Bev Park, President and CEO of Timberwest and Kathryn Henry, CIO of lululemon. The discussion, moderated by Deborah Gillis, Senior Vice President, Membership and Global Operations at Catalyst, emphasized the importance of following your passions and being true to yourself. “Anchor yourself in who you are,” Kathryn urged. warning us against trying to be something we’re not. Bev emphasized the importance of making “you” a priority, looking after yourself and trying to be better every day. Life can get complicated, situations can feel like they are out of control, or you may find yourself at a crossroads—and at such times it’s easy to forget to be mindful of yourself.

The accomplished leaders I listened to over the past two weeks offered similar advice:

• Focus on and believe in what you’re good at.

• Choose to say no to things that are not aligned with your values.

• Get to know yourself better and better.

• Trust yourself.

So I would encourage all of you to take some time for self-discovery. What have your experiences taught you about yourself? Your values? Your strengths? How will this influence your decisions in the future? Using this information, build your confidence when asking for a stretch assignment, raising your hand for a new project, pushing yourself outside your comfort zone, or considering that non-traditional opportunity that excites you!

Finally, share your empowering experience! Spend time helping someone else (who’s not like you!) in your organization explore her or his values and strengths. Then help this person use that new understanding to shine!

What a celebration! I was thrilled to be part of the Catalyst team that accompanied Ilene Lang, President and CEO of Catalyst, when she rang the closing bell at the New York Stock Exchange last week as part of the Catalyst Awards Conference. When Catalyst was formed 50 years ago, women weren’t seen on the floor of the NYSE, let alone ringing the bell. The Catalyst Canada team was in New York to celebrate Catalyst’s 50th anniversary, and to participate in the Catalyst Awards Conference and Dinner. But we weren’t the only Canadians here this week. It seems that the number of Canadian business leaders at the conference grows each year, and I was delighted to see many Canadian friends and members participating in the sessions.

I know we all brought home some fresh perspectives and plans to become more active catalysts in the future. Below, Ilene Lang shares some suggestions for catalysts at every level of an organization.

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A person who is a catalyst acts on the simple idea that women and men should have the same societal, economic, political, and life opportunities. You may be a CEO, middle manager, or new hire. It doesn’t matter—you can be a catalyst.

This simple but powerful message ran through Catalyst’s exhilarating two-day 50th Anniversary Celebration—from the 2012 Dinner Video, to the informative panel discussions, Catalyst Award winner presentations and our three new social media initiatives: Men Advocating Real Change (MARC), Get Even, and the I Am A Catalyst video campaign.

The entire Catalyst staff worked tirelessly to put together the two-day celebration, and I’d like to thank them for their talent, good cheer, and success. And of course, we couldn’t have done it without all of you—our Catalyst supporters.

As we enter our 51st year as an organization, I look forward to working together to foster a future where women and men are valued equally in the workplace and beyond. This future won’t just “happen”—we need to make it happen… right now.

Submit a video to I Am A Catalyst, join MARC, or share how you’re getting even. Together, let’s create a future where everyone is a catalyst for change.

Our focus this month has been on women on corporate boards, and the changes that corporate Canada can make to become a world leader in recruiting qualified women for these positions. The 2011 Catalyst Census: Financial Post 500 Women Board Directors reveals that just 14.5 percent of the Board directors of Canada’s largest companies are women. Catalyst Canada has proposed the Catalyst Accord, which challenges the FP 500 companies to increase their overall proportion of board representation by women to 25 percent. Catalyst is supporting companies that sign on to the Catalyst Accord by providing a list of board-ready women, personally sponsored by members of the Catalyst Canada Advisory Board, and recognition on the Catalyst website. We will also be honouring a board diversity champion at The Catalyst Canada Honours. We invite you to read more about the Catalyst Accord on our website.

Read on for some responses to the 2011 Catalyst Census: Financial Post 500 Women Board Directors and the Catalyst Accord:

READ: “Breaking the Boardroom Gender Barrier” by Leah Eichler, The Globe and Mail, March 9, 2012.

READ: “Catalyst Challenges FP500 to Fill 25% of Board Seats with Women” by Caitlyn Coverly, Financial Post, March 8, 2012.

READ: “The 25% Solution: How to Diversify the Boardroom” by Janet McFarland, The Globe and Mail, March 8, 2012.

READ: “International Women’s Day Question: Why the Boardroom Inequity?” by Don Tennant, IT Business Edge, March 8, 2012.

READ: “Catalyst to Canadian Firms: Have 25 Percent of Women on Corporate Boards by 2017”, Diversity Executive, March 8, 2012.

READ: “International Women’s Day: Break the Glass Ceiling for Women, Businesses Urged” by Francine Kopun, thestar.com, March 8, 2012.

Sometimes, pointing out the problem is not enough. You have to be part of the solution.

We’re marking International Women’s Day 2012 by doing both. The problem? The 2011 Catalyst Census: Financial Post 500 Women Board Directors shows that women’s representation on FP500 boards has increased by a mere half a percentage point from 2009 to 14.5%. Nearly 40% of FP500 companies have no women on their boards, and more than 46% of FP500 public companies have no women directors.

Despite the compelling business case for more women on corporate boards, Canada continues to lag other nations in initiatives to improve the gender balance.

Late last year, I told CanCon readers that I was challenging myself to move beyond my comfort level, to step out of my usual pattern, to make a real difference in the advancement of women in business.

So, when we reviewed the results of the Census, we knew that we had to do more than issue a news release pointing out the lack of progress. We had to make a concrete call to action that would get a response from corporate Canada.

With that in mind, the Catalyst Accord was created. We’ve invited FP500 Canadian companies, together and separately, to stand up and be counted by setting voluntary goals for increasing the representation of women over a five-year period. The goal is to see the FP500 average reach 25% by 2017.

And, we’re going to help them achieve that goal. When Canadian companies sign the Accord, Catalyst will provide a list of qualified, board-ready women who are recommended by members of the Catalyst Canada Advisory Board.

The Catalyst Accord is an opportunity to step up the pace of change in Canada, and shift us from laggard to leader in five years. Two companies, RBC and Linamar Corporation, have come forward to be the first to sign the Accord. They understand the benefits in financial performance that accrue to companies with more women board directors. And they know that the Canadian economy can’t excel without harnessing the power of our talented women.

Over the next months, watch our website for a list of Catalyst Accord participants. If your company is there, congratulations! If your company isn’t there, you might want to ask why.

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Please join our Tweet Chat on Thursday, March 15 at 12pm EST to discuss the recently-released 2011 Catalyst Census: Financial Post 500 Women Board Directors. Liz Mulligan-Ferry, Senior Associate, Research, will be on-hand to discuss the latest count of women on corporate boards at Canada’s largest companies. Follow along via Twitter.com or use Tweetchat.com for a more streamlined view of the discussion. Please use the hashtag #ChatCat for every tweet you send during this special event.

In December, I challenged CanCon readers to make 2012 the year we change corporate culture. As I wrote that, my colleague, Sylvia Apostolidis, alarmed and angry after watching the powerful documentary Miss Representation, was deciding what she could do to change some of the media images that mould our broader culture. After realizing that she wasn’t going to change the advertising industry single-handedly, she looked around her own world and found a place she could make a difference. In today’s CanCon, Sylvia shares her path from awareness to outrage to action.

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I viewed the documentary Miss Representation when it first aired in October, 2011 and was overwhelmed with emotions—outrage, frustration, and sadness at the unfair portrait of women painted by popular media and culture. How can it be that media’s portrayal of women is more sensationalized and extreme today than it was twenty-five years ago, when I first studied the topic during an undergrad Sociology class? Why is it that the media continues to devalue, degrade and trivialize women? How is that okay?

This film was a powerful reminder that it’s NOT okay and, like thousands around the world, I felt compelled to take action.

My first reaction? Stop the bus! Rally the troops! Speak to senior leaders in this highly competitive industry—surely they will understand they have a moral obligation to use the power of media for the betterment of society. That portraying women as confident and capable, rather than trivializing them in stereotypical roles and as sexual objects, will lead to stronger economies, families, and communities.

I wanted to Change Things NOW!!

Then the realities of this insurmountable goal set in. I decided to harness my skyrocketing emotions and make change where I could: in my home and community. I told everyone I knew about the film, including the school principal at my boys’ school who (also blown away!) purchased the educational curriculum from Miss Representation.

As parents to four-year-old twin boys, my husband and I recognize our responsibility to raise them to value girls as their equals, teach them to, for example, use the term “mail carrier” instead of “mailman”, and break free of limiting masculine norms in favour of emotional and self awareness. It’s not easy. The messaging they receive on gender roles is, at this young age, already overwhelming, despite the fact that their exposure to mass media is quite limited. At the age of four, their choices are already shrinking … for a boy can’t like the colour pink, can he?

Teaching our children to think critically and question the bombardment of harmful media messages on gender roles is, along with my work at Catalyst, how I hope to make a difference. Next month I will be introducing Miss Representation to the teachers at my sons’ elementary school, encouraging and supporting them to build awareness and educate the young minds of today for the future of tomorrow.

I am excited to be making a difference—perhaps not as grandiose as I originally thought, but nonetheless a solid foot forward.

During the past little while, one of my favourite discussion groups considered the role of collaboration in effective leadership, the ways that our communications styles affect our careers, the value of volunteer experience, and the gender pay gap (did you realize that women in the United States lose out on approximately $380,000 over the course of their careers?).

The group also helped connect mentors and mentees, and offered suggestions for diversity and women’s leadership resources in Asia-Pacific.

Wow! What a range of subjects, interests, and perspectives!

The group, of course, is the Catalyst LinkedIn group, where more than 1,000 members are now dropping in to exchange opinions, to seek information, and, sometimes, to spark inspiration. Occasionally, someone introduces a topic such as the “strong woman” movies we identified during last year’s Film Festival Season.

And, in the Canadian tradition of embracing communication and connection, 150 plus members are Canadian friends and members of Catalyst. They’re enthusiastically expanding the conversation with each other and with Catalyst staff.

Why not join us? You can start by dropping by to see what the group is talking about. I promise, you’ll find something that piques your interest!