Next Tuesday we’ll mark the 100th International Women’s Day.

Although we may have many reasons to celebrate, the numbers revealed in the 2010 Catalyst Census: Financial Post 500 Women Senior Officers and Top Earners aren’t one of them.

There’s some good news in the Census. The number of FP500 public companies with 25% or more women senior officers has increased by almost eight percentage points since 2008. But more than 30% of all Canadian companies lack even one woman senior officer—with no significant shift in the past two years. That’s the bad news.

Since 2006, the percentage of senior officer positions held by women has increased by 2.6 percentage points. And since 2008, the number has only grown by 0.4 percentage points per year.

Why haven’t we seen greater numbers of smart, well-educated women breaking through the glass ceiling? I posed that very question to a group of business students at the Richard Ivey School of Business earlier this week. One student suggested that we need more time for turnover and change to happen at the top. Others challenged that view, arguing that that the slow pace of change pointed to systemic cultural issues that require action from leaders and their organizations.

And they’re right. Successful organizations would never adopt “wait and see” as a strategy for change. We need less talk and more action if Canada’s corporate leadership is going to reflect the strengths of all Canadians.

So, here’s my challenge to anyone in Canada working for an organization listed on the FP500.

Go to our list of companies with 25% or more women senior officers. Is your organization listed there?

No? Then, check the list of companies with zero executive officers. Is your company listed there? If you didn’t find your company on either list, look on this list to see whether you are closer to zero or 25%.

The answers will tell you something about your organization, the commitment of your leaders to building a truly inclusive workplace, and your own opportunities for advancement. If you like what you see, celebrate and keep up the good work, remembering that equity is still a long way off.

If you’re embarrassed, speak up, and let that sense of disappointment be the fuel that drives you to take action.

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We’ve been a bit overwhelmed by the media interest in the 2010 Catalyst Census: Financial Post 500 Women Senior Officers and Top Earners! Check it out for yourself at:

“Women Still Scarce in Top Ranks at Canada’s Biggest Companies,” by Janet McFarland, The Globe and Mail, March 3, 2011.

“Executive Gender Gap Remains, Catalyst Report Says,” CBC News, March 3, 2011.

“More Women in Top Senior Positions,” QMI Agency, March 3, 2011.

“Women Rising to Executive Levels Still Few in Number,”` by Vanessa Lu, The Toronto Star, March 3, 2011.

“Good News, Bad News for Women’s Advancement Found in Latest Catalyst Census of Corporate Canada,” CNW Group, March 3, 2011.

“Women`s Leadership Slows to Crawl in Corporate Canada: Report,” by Darah Hansen, The Vancouver Sun, March 3, 2011.

“Good News, Bad News for Women`s Advancement,” Canadian HR Reporter, March 3. 2011.

“Good News, Bad News for Women in Canada’s Financial Services Industry: Catalyst,” by Megan Harman, Investment Executive, March 3, 2011.

“Comprehensive Plan Needed to Advance Women,” by Wallace Immen, The Globe and Mail, March 3, 2011.

“Cadres supérieurs et salaries élevés: la representation des femmes progresse lentement,” Branchez-Vous.com, 03 mars, 2011.

“Encore peu de femmes nommées à des postes de haute direction,” par Marie-Eve Shaffer, Métro, 03 mars, 2011.

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.

C-This, Canada! is a chance for me to highlight recent articles, podcasts, and videos about women and work that have struck me as interesting, informative, or thought provoking.  I hope you’ll use the comments section to let me know about any that I’ve missed—or give your feedback on any that I’ve listed.

First, some media reaction to the report that, despite educational success, Canadian women still earn 63 cents for each of their male counterparts’ dollars:

Canada lags on pay equity

September 8, 2010—Canadian women outperform men at all levels of education, but still make significantly less money in the workplace.  Canada’s gender-wage gap is much wider than that of most developed countries, according to a new report from the Council of Ministers of Education.

http://www.torontosun.com/news/canada/2010/09/08/15282501.html

Women at work: still behind on the bottom line

September 10, 2010—Women in Canada earn less than two-thirds of what men do, a ratio that has scarcely budged in more than a decade and is well below that of other developed countries.

http://www.theglobeandmail.com/news/national/women-at-work-still-behind-on-the-bottom-line/article1699176/

And some intergenerational thoughts on feminism:

The ladies who lambaste

September 3, 2010—With time on their side, and feminism’s wind at their back, older Canadian women are taking action on issues from AIDS to Palestinian peace.

http://www.theglobeandmail.com/news/national/the-ladies-who-lambaste/article1696077/

Outraged  moms, trashy daughters

August 10, 2010—Young women think that feminism is old-fashioned.  Is today’s “Girl Power” taking us backwards, or is it the new expression of women’s empowerment?

http://www2.macleans.ca/2010/08/10/outraged-moms-trashy-daughters/

“Third wave” of feminism urged by prominent Canadian women

September 9, 2010—Equality gap dominates Governor-General’s conference, following suffragettes and push to enshrine women’s rights I law, new focus must be….

http://www.theglobeandmail.com/news/politics/third-wave-of-feminism-urged-by-prominent-canadian-women/article1701942/

And, finally, new Canadian research suggests that women are getting caught in the middle:

Promotion bottleneck blocks women, minorities, study finds

September 21, 2010—Women and visible minorities lag behind white men because of a promotion bottleneck in middle management, a Canadian study tracking advancement says.

http://www.thestar.com/business/article/864206–promotion-bottleneck-blocks-women-and-minorities-study-finds

Glass ceilings, sticky floors, and the bottleneck in the middle

According to Ivey Professor Alison Konrad, women are crashing through the glass ceilings—but only if they can get through the bottleneck in the middle.

http://www.ivey.uwo.ca/publications/impact/default.htm

Earlier this week, parents across Canada watched their kids go off to school, college and university.  Yesterday, the Canadian Education Statistics Council told us that the bright little girl we’re sending off to school is likely to attain a higher level of education than the boy in the next desk—but she’ll earn 63 cents for every dollar he makes. 

After years of struggle for equal opportunity in the workplace, this is disappointing.  But it’s not a surprise.

It supports—yet again—Catalyst research that female graduates of top M.B.A. schools enter the workforce at lower levels than their male colleagues, and earn $4,600 less.  Their promotions are slower, and less lucrative.  So the initial gap continues and grows, year after weary year. 

Women continue to be underrepresented at senior levels of business, despite their educational achievements and despite the influence of women in the economy.  For the individual woman, that is reflected in less personal income and reduced career satisfaction.

Businesses and the national economy are the biggest losers.  They’re losing the opportunity represented by 50 percent of the talent pool, brain power, and capacity for innovation and productivity.  And they can’t afford to continue losing that contribution.

As young women gained strength in business and professional schools, it seemed that equal access to the workplace would lead to equity in the workplace.  Now, we understand that workplace culture has to change—or those little girls who started school last week will be fighting their grandmothers’ battles, all over again.

Isn’t it time to fix it?

Friends and I were talking about the “bad old days” recently.  The days when one of my early managers – after asking a senior woman lawyer to get him coffee—could grumble, “It’s so confusing. The secretaries look like lawyers, and the lawyers look like secretaries.”  The days before employment equity standards and a broad understanding of the value of a diverse workplace. 

Changes in policy and celebration of diversity in the workplace came about because leaders —in business, in politics, and in the community—stepped up and changed things. 

That kind of leadership continues to be crucial to the advancement of women in business.

Recently I met a young mother of three who had withdrawn from a competition where she was clearly the most qualified candidate because the more senior position would not accommodate her flexible schedule.  At that point, the CEO intervened.  Based on her proven record of success, she got the promotion, and kept the flexible schedule she needed to fulfill her family obligations.

That CEO was willing to change some of the rigid rules and expectations in order to get the best person for the job.  In doing so, she made it clear to other women that this firm was one that valued talent and performance,  one where their aspirations could be achieved. 

Yes, we’ve made strides toward a more equal workplace.  Women and minorities have legal recourse against overt discrimination.

But women are also finding leaders with the vision to  recognize that company policies create barriers for the advancement of talented and capable women—and the courage to change those policies.

This past Canada Day, I attended a Citizenship Ceremony welcoming new Canadians from more than 20 countries.  I was reminded again of my good fortune to be born in a country that is chosen by thousands of immigrants every year for its promise of opportunity, equality and community.

Of course, behind the smiling and tearful faces lie individual stories of courage, struggle and hard work.  Stories like Catalyst’s own Alicia Sullivan.  After reading about our ground-breaking research  on the career advancement experiences of visible minorities in Canada, Alicia wrote me a thought-provoking letter which said, essentially, “This is my life.”

Her Master’s degree had not earned her a job in this country that was equal to her skills or potential.  Almost four years later, she is an integral part of the Catalyst Canada team and has earned her Canadian citizenship.  She is fulfilling the dreams that she brought with her to Canada and is contributing to our national aspirations for economic strength and social equity. 

As Canadians, we celebrate diversity. Demographic projections suggest that by 2017, more than 20% of Canadians will be visible minorities.  Yet, stories like Alicia’s echo what Catalyst research has found – while our workplaces are increasingly diverse, they are not always inclusive.   Visible minorities face barriers to their advancement: few role models and mentors, stereotyping, and exclusion from informal networks.   

Many of these challenges are more pronounced for visible minority women.  

Diversity is both a strength and an opportunity.  And the good news is that more and more business leaders understand that there are few issues more important to Canada’s competitiveness than closing the gap between the aspirations of Canadian immigrants and their experience.   

The most successful organizations have consciously introduced talent management practices such as mentoring, employee networks and diversity training for managers.  And not because it’s a “nice to do.” 

Establishing a place where skills and opportunity come together for everyone is critical.  When inclusive workplaces ensure that Canada lives up to immigrants’ expectations, we also ensure that their talent, skill and ingenuity enrich Canada for all of us.

Traditionally, the world’s 3.4 billion women have been neither seen nor heard when  the predominantly male leaders of the wealthiest and most powerful nations meet.  But some new voices were raised in the lead-up to this year’s G20 Summit in Toronto, when 21 young women representing the G20 nations and the African Union gathered to chart a global strategy to meet the United Nations Millennium Development Goals.

I was privileged to review some of the applications for the 21 seats at the table.  After a long flight from Toronto for a business meeting in California, I got up at 4 a.m. to read amazing stories from accomplished and thoughtful young women.  Four hours later, when I left for work, I was refreshed, energized and inspired by their commitment to change the world. 

The professional summiteers could take a few lessons from these young women on establishing clear, measurable action plans.  The G(irls)20 Summit focused  on education, child and maternal health, and economic opportunity — issues that  impact women and their capacity to establish economic stability. 

For those of us fortunate enough to live in Canada, the principle of economic equality for women is supported by an enviable education system and high quality health care.  But imagine the girl who can not go to school because basic sanitation in the form of gender-segregated washrooms is non-existent. Or the child bride who becomes pregnant at 15, with serious implications for her health and that of her child.

These are the barriers to women fulfilling their economic potential.  And it is a huge potential.  In micro-financing initiatives in the developing world, and in woman-owned businesses in Canada, women have demonstrated that they understand the basics of solid investment supported by hard work. 

The young women who met in Toronto in June are part of a powerful new generation who are connected with the world and excited by the opportunities.  Participants were selected through a viral online campaign supported by Catalyst and other organizations that sparked discussion, debate and the exchange of ideas from people in 190 countries. 

That energy and commitment took over in Toronto and resulted in practical recommendations to bring 3.4 billion people —the women of the world— into the global economy. 

Perhaps more importantly, they’ve given us a guide to evaluate the actions and impact of the other G20 Summit.

I’m fortunate to have a job that allows me to live my values—and talk about them—every day. Catalyst’s Canadian members include some of our country’s most iconic businesses. Their leaders understand that strong women make for strong workplaces and healthy profits.

Catalyst is the leading non-profit organization working globally to expand opportunities for women and business.  We invite you to explore Catalyst and Catalyst Canada homepages for more information about what we do.

Catalyst CanCon is an opportunity to extend the conversation in Canada and to share some of my thoughts, experiences, and reactions to change (or lack of change) in our workplaces and our society. (And, by the way, for non Canadians, CanCon is short for Canadian content!) 

I hope you’ll use this space to agree, to argue, or to propose new ideas. Look forward to meeting you here!  –Deborah

Aren’t We Done Yet?

From time to time, a new acquaintance responds to my description of what I do with “But isn’t that an old issue?  Haven’t we solved the problem? Aren’t we done, and ready to move on to other things?”

Short answer?  No. 

Sure, intelligent, capable and talented women are leading organizations in the public, private and non-profit sectors, and sitting in some of the most powerful offices in Canada.  We need to celebrate their achievements, because a generation ago they wouldn’t be there. 

But I think of Rosemary Brown’s statement that, “Until all of us have made it, none of us have made it.” And the reality is that a whole lot of us haven’t “made it” — and I’m not only talking about the corporate boardroom, C-suite or Supreme Court. 

I’m talking about women who are paid less than the man at the next desk; women who are willing to take on challenging and interesting assignments, but are passed over.  The recent Catalyst report,  Pipeline’s Broken Promise, reveals that, even with the same education and career goals, women start lower on the career ladder and in salary than men, and they stay behind in both promotions and pay throughout their careers.

Years of experience tell us that achieving and maintaining a cultural shift is tough, slow work.  We can’t afford to take our eye off the ball because some of us have made it.  We have to keep working at gender equity, and not only because fairness and diversity are important principles.   Our economy can not afford to overlook and shut out 50% of the nation’s talent!

Last week, Toronto hosted the first G(irls)-20 Summit  just ahead of the G-20 economic summit.  The delegates, young women from around the world, talked about the challenges facing women, and considered practical solutions such as education and maternal and child health programs.  The world, just like Canada, needs to recognize that women represent “3.3 billion ways to change the world” — and to rebuild the world economy.

We have to keep talking about equity — to men, to women, in corporate settings, in government, and in the public square.

And, I hope we can use this space to keep that conversation going, to exchange stories, ideas and experiences that will inform, motivate and inspire change!