We at Catalyst Canada are excited about the events and activities on our 2012 schedule. Once again, we’ll be offering women and men opportunities to exchange practical ideas on how to advance women in business and learn more about the benefits of inclusive workplaces.

We believe businesses that value a healthy work-life balance benefit by achieving greater loyalty, lower employee turnover, and more cohesive teams. And we believe in practicing what we preach.

To allow our employees to enjoy family and friends over the holidays, Catalyst Canada’s office will close at 1 p.m. on Friday, December 23, and reopen on Tuesday, January 3.

I wish all our Catalyst Canada members and friends a happy holiday season, and look forward to seeing you in the new year.

One of the highlights of The Catalyst Canada Honours is the remarks by the champions themselves. And, in the ensuing days and weeks, it is the words of inspiration, and the glimpses of personal struggle and achievement, that I remember and ponder.

The 2011 Company/Firm Leader Champion, Monique F. Leroux, has experienced plenty of challenges and successes in her career. She has made a difference in the careers of individual women, and influenced the creation of opportunities for many women. She has “sent the elevator back down” for others as she has advanced in her own career. Monique shared with us some of the ways her parents encouraged her success and helped establish her commitment to action…. and then she issued a challenge.

Watch Monique at The Catalyst Canada Honours dinner:

Some years ago, when I was knocking on doors in a quest for a seat in the Nova Scotia Legislature, I met a young girl who was stunned when her mother explained that I was the candidate.  “But I thought only boys did that!” she said.

That young girl was probably eligible to vote in the May 2 election—I hope she did so. I hope she thought carefully about the issues that are important to her and voted for the person who best represented those issues.

But I also hope that a woman was among her choices. With 407 women out of 1587 candidates, this election saw the highest proportion ever of women candidates. And with the election of 76 women, this 41st Parliament will comprise a record 25 percent women.

While these women are of all political stripes and perspectives, they share one thing. Each of them is a role model for young women—proving that girls can run, and win, in elections. Each of them has an opportunity to prove that women can make a difference in Parliament.

I wish them all well. And, while I’m happy that the proportion of woman MPs continues to increase, I have to point out that we’re only half way there. When women make up 50 percent of Parliament, as we do the population—that will be the day to celebrate. (Kudos, by the way, to Equal Voice for its creative and practical efforts to help women manage the “testosterone stew” that is Canadian politics!)

Since the election, the media have been preoccupied with the huge political shifts—Conservatives breaking through in Ontario; Bloc Quebecois breaking down in Quebec; NDP up, Liberals down.

Here at Catalyst, we wondered if events in individual ridings, or personal experiences with the campaign or the vote, might reflect those shifts, or predict some future ones. So we asked our resident experts—the Canadian citizens who comprise the Catalyst Canada team—for some observations. Here’s what we heard:

David’s “very ethnic” riding elected its first woman, its first immigrant, its first visible minority, and first NDP Member of Parliament—high marks for diversity!

Christine and Emily were both taken with the role of social media in the campaign. Christine focussed on the online activity by young people—energized, for example, by Rick Mercer’s call to get out and vote and gathering in vote mobs on university campuses across the country. But she worries about the nearly 40 percent of Canadians who still didn’t vote, and wonders what it will take to convince Canadians to take an active role in their own government. Will the kids stay engaged now that the election is over?

Emily noted that women were using social media to make statements and debate issues through communities like Mommy blogs. Will social media keep these people connected and engaged in sharing ideas and opinions?

But it was Alicia who reminded us of the profound importance of the political exercise we’ve just experienced, and I can’t say it any better than she did:

“On the morning of the election I vowed to be one of the first to get to the polling station in my riding—and I was. The process was very easy, and I got out of the polling station in two minutes. This was my very first time voting in a Canadian federal election and I was over-zealous! Casting my vote was an empowering experience—I wonder why all citizens of the age of majority do not engage this democratic right. Apathy is certainly not the answer!

“I am a naturalized citizen of Canada and delight in the privilege of being able to participate in the political process. It is an awesome responsibility to choose the leaders of a country, whose policies will impact our lives in the medium to long term. I’m grateful to live in a democratic society, where my voice—through my vote—is heard. Oh Canada, my chosen home!”

This month, we’re watching the World Economic Forum at Davos, and we were encouraged to learn that organizers were seeking women for 30% of the participant spots.  Disappointment followed, but, according to one report, women are making a difference, even in their less-than-representative numbers.

Still a Man’s World Economic Forum

Despite efforts by major sponsors of the Davos event to increase participation by women, numbers fell short of the targeted 30%. Some of the women who made it speculate on the reasons.  (If you want to join our Catalyst LinkedIn discussion, check Davos attracts fewer women than the WEF had hoped .)

READ: “Davos Excludes Half The World as Women Miss 30% Level,” by Lisa Kessenaar, Bloomberg, January 24, 2011.

But Women Punch Above Their Weight

No surprise, there.  Some people even suggest that women’s perspective will give the World Economic Forum relevance in the real world of the future.

READ: “Women Make Their Mark at Davos, Though Still a Distinct Minority,” by Katrin Bennhold, The New York Times, January 26, 2011.

And, a couple of new titles to add to our “must-read” list!

Betty Friedan Revisited

The Feminine Mystique may have been dry prose, but it launched a cultural shift that is still taking place.  Stephanie Coontz considers contemporary and present-day reactions in A Strange Stirring: The Feminine Mystique and the Dawn of the 1960s (Basic Books).

READ: “Mad Women,” by Rebecca Traister, The New York Times, January 20, 2011.

What Are Our Daughters Learning?

Peggy Orenstein’s new book, Cinderella Ate My Daughter, debates the impact of commercial “girlie culture.”

READ: “Is Pink Necessary?” by Annie Murphy Paul, The New York Times, January 21, 2011.

The sight of the Peace Tower has always inspired me to think how decisions and debates in the House of Commons and Senate have changed the way we live and work.  From the right to vote to pay equity and the Charter of Rights and Freedoms, the actions of Parliament matter to Canadian women.

So it was a great honour to appear as an expert witness before the Senate Committee on Banking, Trade and Commerce, to contribute to their consideration of proposed legislation to ensure women are appointed to a certain percentage of corporate board positions.

It was gratifying to see a group of Canadian Parliamentarians discussing women on boards.  Are we finally beginning to recognize that the advancement of women is not only about fairness, but a vital issue related to Canada’s competitiveness in the global marketplace?

My key message to the Senators?   Waiting is not a strategy. Canada risks losing critical global advantage to countries that are taking action to ensure that their economies are led by the most talented people, whether female or male.  To compete and flourish in the global economy, Canadian business needs the talents of our very best women.  Until women achieve parity in business leadership roles, they will continue to be marginalized in every other arena. 

Mandated quotas, similar to those in the proposed Canadian legislation, have been successful in Norway, where a legal requirement for women to hold at least 40 percent of board seats, backed by stiff penalties, effectively boosted the number of women board directors after voluntary compliance fell short.  Spain and Iceland have also legislated targets of 40 percent.  France will likely follow suit, and a number of other countries are seriously looking at similar quota legislation.  The UK, Australia and the United States employ mandatory disclosure to improve gender diversity on boards.

Our economic partners and competitors are establishing appropriate ways to diversify corporate leadership.  What about Canada, where we take pride in our commitment to diversity and our leadership on human rights?  At the moment, we’re trailing on efforts to close the leadership gender gap.

The means of achieving gender parity may vary: whether it’s quotas or some other measure, the key is taking the actions to support our statements of commitment.  Any delay puts Canada at risk of losing many of our best and brightest to countries that actively and visibly support diversity at senior levels. 

Throughout the course of the hearings, Senators heard many arguments, informed by data, research and personal experience, about why we need more women on boards, and they raised many questions about whether quotas are the most effective strategy. 

A question about the possibility that the legislation would limit a board’s flexibility in recruiting the most talented directors provided a great opportunity for me to reinforce the point that with only 14 percent of board seats filled by women, it’s clear that boards are not currently tapping into the full talent pool! 

I was glad when another Senator questioned whether the record numbers of women graduating from university would naturally lead to greater parity in the boardroom. A  logical thought, but our research demonstrates that women who have graduated from top MBA programs start in lower- level jobs at lower pay than their male counterparts.  And they don’t catch up over the course of their careers.  Smart, ambitious women know that  barriers within corporate Canada persist, and they know that it will take  more women in leadership to level the playing field.  

While Senators found the arguments compelling, one posed a really interesting question:  If the business case is so clear, why aren’t executives, directors and shareholders lining up in favour of more women on boards? 

My answer?  Progressive business leaders are seeking diversity in corporate leadership.  Progressive nations understand that diversity is part of competitiveness in the global economy.  Parliament can take action to ensure women have the opportunity to use their education, skills, and experience in leadership. 

And make Canada the country of choice for smart women from around the world!

Did you take your kids (or a borrowed one or two) to work last week?  Were you surprised by their questions and insights?  Maybe, like me, you sometimes think about the things you wish you had known about work when you were in Grade 9?

I was delighted when a couple of young women were part of our Winnipeg Catalyst Connects event,  a lunch meeting where only women’s voices were heard exchanging ideas, debating, and learning from each others’ experiences.

They heard from  some terrific women who are pursuing fulfilling careers, and balancing the demands of busy families.  They heard about jobs that they may not have known existed.  And they heard that individual careers are built on hard work and relationships with others: sponsors, mentors, co-workers, friends, and families.

Not your typical work day!  We all know that most women are more likely to bolt a sandwich at their desk or squeeze a multitude of errands into their lunch time.  And women are often a minority at meetings, where men lead the agenda.

I hope they learned that women can reach the top, that they can succeed and share that success.  I hope they also sensed the impact of the barriers that these women had to overcome to achieve their professional success.  And that the barriers that can do the most damage are the invisible ones.

I was reminded of the reaction of a teenage friend of mine to our Catalyst Canada Dinner video. She didn’t understand what was stopping those women in mid-stride.  In some ways, that’s good.  When you anticipate success, it breeds success.  But it was also a teaching moment about glass ceilings and other barriers still facing women in the workplace – in effect, a reality reset.

Taking them to work not only offers our kids a peek into what we do, where we work and with whom. It also helps them understand the challenges.

Because, just maybe, if they’re prepared to see them, our kids will also be prepared to topple those barriers!

We hope that you and your kids will take the time to share a story about how you saw the workplace as a child and join the conversation started by our Research Director Christine Silva at our Catalyst LinkedIn group.  Or add your thoughts to our comments section below.

I’ve been reading, as I’m sure you have, the breathless media coverage about today’s well-paid young women. You know, the one who makes more than her boyfriend. These reports are enthusiastic, optimistic—and wrong.

The young woman may make more money than her boyfriend, but the chances are that she makes less, and is in a lower position within her company, than the men she graduated with. Catalyst research, which followed 4,000-plus M.B.A. graduates from top schools around the world, shows a far less rosy picture.

Women started their careers in lower levels than their male counterparts. And they earned approximately $4,600 less per year than the men they had graduated with, even accounting for the fact that they were starting in lower levels.

The initial inequity persists and the pay gap grows throughout their careers. And who are the losers? The women who don’t get the opportunity to achieve their full potential, and earn accordingly, of course.

But, equally seriously, Canadian businesses and the Canadian economy also suffer from the failure to put all our talent to work.

Progressive business leaders, faced with research like Catalyst’s Pipeline’s Broken Promise, question the myth that time and education would sort out the gender inequities. We’ve given it time. Women now earn over half of university degrees in Canada, and make up almost half the workforce.

But the representation of women in executive ranks is not keeping up with women’s educational achievements or presence in the workplace. And women with university degrees still earn only 63 cents for every dollar earned by men.

Business leaders know they can’t put faith in the one-off studies that put women suddenly at the top of the pay heap. And they don’t share the excitement of some media reports about research that show a leisurely climb to equity in 30 years.

They know we can’t afford to wait because they know the competition—across the street or around the globe—is paying and promoting its best talent, regardless of gender.

That’s why they’re introducing mentoring programs for employees, and changing corporate policies that disadvantage women.

Let’s celebrate our progress. But let’s understand that we still need to overcome some tough barriers. And let’s do it before today’s young women attend their own retirement parties.

If a single theme predominated the inaugural dinner of The Catalyst Canada Honours last night, it was change.

Scotiabank President and CEO Rick Waugh,  who is also Chair of Catalyst Canada Advisory Board identified the most important change over the past ten years in the business world as “the cultural shift that has begun in Canadian business and in our broader society.”

Champion Sylvia Chrominska spoke of the cultural shift at Scotiabank since she started in 1979, as more women joined the senior ranks, and both women and men began to recognize the business benefits of diversity at the very top.

TD Bank Financial Group’s Ed Clark—another champion—spoke of the journey for answers to the increasingly complex issues of diversity, and the importance of commitment from everyone in the organization.

Champion Colleen Sidford’s leadership as Vice-President of Ontario Power Generation has shifted attitudes and created opportunities for women in the traditionally male nuclear industry.

In preparing my own notes, I also thought back to one of my earliest disillusionments:  the realization in my final year of high school that a university education would likely allow me to earn only 69.6 cents for every dollar in the pay packet of my male colleagues.

Time for introspection.  Some of it, not pretty.

I thought about the first Catalyst research project in Canada.  In 1997, Canadian CEOs believed that women in senior management would jump from 13% to 24% by 2002.  Well, by 2002, senior management ranks were 14% women.  In 2008, the percentage had reached 16.9%.  In fact, if we continue at the current rate of change, we won’t see that 24% prediction until 2022!

And the pay gap that shocked me so much in 1983?  In 2008, women earned 68.3 cents to every dollar earned by our male colleagues!

So what is this cultural shift that everyone is seeing?  I believe we’ve seen a fundamental shift in the conversation, a shift that gives me hope that things are about to change.

Back in 1983, I believed that women should earn as much as men because it was fair.  Fairness was the basis of the equality rights section of the Charter of Rights and Freedoms.  Fairness was the foundation of the Employment Equity Act of 1985.

Businesses complied with the legislation, but compliance alone does not create equity or an inclusive workplace.  Today, CEOs like Rick Waugh, Ed Clark, and Bill Downe know that their businesses are stronger, more competitive, and ultimately more profitable because their senior ranks reflect the Canadian population in all its diversity.  They know that women bring a valuable perspective to their senior tables.

Most importantly, they know that Canadian companies and the Canadian economy can no longer afford to ignore the talents, skills and commitment of 50% of the population – not to mention those who are outpacing men in higher education degrees.

What I see is both a conversion and a conversation that has shifted from fairness to business case.  The participants in the conversation are no longer only women standing outside the senior management door.  The conversation—and the passionate advocacy—has moved through that door, and men have become partners in the conversation.

And the question is no longer “Why?” but “How?” and “How quickly?”

I take considerable pride that Catalyst Canada has lived up to our name over the past ten years.  Our partnership with business has provided a venue for the conversation.  Our research has informed business programs to support the advancement of women, such as Sylvia’s work at Scotiabank, Colleen’s emPOWERed women program at OPG, and Ed’s Women in Leadership initiatives.

The Catalyst Canada Honours dinner marked our tenth anniversary.  Our Champions—Ed Clark, Sylvia Chrominska, and Colleen Sidford—are leading the way.   And, if the enthusiasm of the sell-out crowd of over 500 members and friends is any measure, their advocacy is gaining supporters in all sectors and businesses across Canada.

Let the conversation continue!  Bring on the change!

The hum of excitement around Catalyst Canada’s office is becoming a crescendo as we prepare for The Catalyst Canada Honours dinner on Wednesday, October 6.

We are delighted that it’s a sold-out event—500 members and friends of Catalyst Canada will join us to celebrate our tenth anniversary!  Ten years of making friends and building partnerships.  Ten years of research and advocacy for the advancement of women in Canada.  Ten years of producing what is considered the “gold standard”  research on advancing women and business.  And ten years of growth and taking on new challenges.

We’re thrilled to celebrate three of the people who have been leading change by encouraging and supporting diversity in their organizations.  The first Catalyst Canada Honours Champions—  TD Bank’s Ed Clark; Scotiabank’s Sylvia Chrominska; and OPG’s Colleen Sidford—are proving what we already know:

What’s good for women is good for business.