Women could beat the gender gap if they would just speak up and ask for promotions and better compensation, right?

As it turns out, asking isn’t enough.

A few weeks ago Catalyst released the fourth report in our longitudinal study following the career paths of women and men MBAs around the world. The Myth of the Ideal Worker revealed that when it comes to negotiating for increased compensation or a higher position, women do ask. But even when women ask, the pay gap between women and men doesn’t close.

According to the study, women who ask by making their accomplishments known are more likely to achieve an increase in compensation or a promotion. But do we perceive the women who step up and ask as “pushy”?

Worse, are “nice” Canadian women reluctant to point to their achievements because they don’t want to be seen (or feel) as though they’re bragging?

Perhaps the solution is to increase active sponsorship of talented women across all industries in Canada. That way, the onus isn’t only on talented women to increase their visibility—any more than it is on equally talented men. Someone else would also be highlighting their achievements for them, advocating for them at decision-making tables, and encouraging them to speak up effectively on their own behalf.

So today, I’m asking!

I’m asking all of you in corporate Canada – women and men – to take the findings from our latest report and examine how your most talented employees are compensated and advanced. I’m asking you to seek out any gender biases in your talent management systems – especially those not readily apparent. I’m asking you to voice your support for the talented women in your workforce by making their achievements visible and pushing for their advancement when it counts.

Imagine the energy and innovation we can achieve by unleashing the full potential of an increasingly talented Canadian workforce. Let’s all ask what we can do to close the gap.

Between the media attention to the release of the 2010 Catalyst Census: Financial Post 500 Women Senior Officers and Top Earners, the discussions around the 100^thInternational Women’s Day, and the swearing in of Canada’s third woman premier last week, the role of women in leadership has been much in the news.

The Battle Won’t be Won…

Some columnists went a bit overboard with their celebration of women’s progress over the past 100 years. Fortunately, others were prepared to take a hard look at the conflicting demands and invisible barriers that still confront women as they try to negotiate career, personal, and family challenges.

READ: “Equality for Women? We’re Not Done Fighting Yet,” by Judith Timson, The Globe and Mail, March 10, 2011.

…Without Focus.

Faced with both the premature declarations of victory and the real pressures of post-recession adjustments, many businesses could lose their focus on diversity programs. Here are some practical suggestions to keep on track:

READ: “5 Ways to Keep Your Women’s Initiative on Track,” by Melanie H. Axman (Boston),The Glass Hammer, March 15, 2011.

With a Federal Election appearing all but inevitable, where are the women in Canadian politics?

The Good News.

Since Christy Clark was sworn in as Premier of British Columbia earlier this month, we have three woman premiers in Canada — Kathy Dunderdale in Newfoundland and Labrador and Eva Aariak of Nunavut are the others. Will this lead to a breakthrough for women in provincial politics and at other levels of government? Our friends at Equal Voice hope so!

READ: “Is Christy Clark a Tipping Point for Canadian Women in Politics?” by Nancy Peckford, The Globe and Mail, March 7, 2011.

The Bad.

Women may be leading provincial and territorial governments, but the members of Canada’s Big City Mayors Caucus remain exclusively male. Would women have answered these questions differently?

READ: “Canada’s Big-City Mayors are Wondering: After the Stimulus, What’s Next?” by Siri Agnell, The Globe and Mail, March 17, 2011.

And the Ugly.

Proof that the war is very much still on!

READ: “Political Mailer Criticises Female Candidate for Being ‘Unmarried’,” by JOS, Feministing, March 16, 2011.

This month, we’ve wondered why it’s men who have most of the by-lines in North American magazines; why men and women differ on the existence of the glass ceiling in the UK; and whether gender quotas will take off in Italy. And, some positive advice from Campbell Soup President and CEO (and Catalyst Board member) Doug Conant.

Where are the women?

The women’s literary organization VIDA has shown that men still outnumber women as contributors to mainstream news and current affairs magazines. And the gap widens when we look at reviews of books by men compared with books by women—and the reviewers.

READ: “Women at Work,” by Meghan O’Rourke, Slate, February 2, 2011.

Still looking….

Michael Enright leads a panel of U.S. and Canadian magazine editors in a discussion of the reasons that men continue to outnumber women as contributors to magazines.

LISTEN: “Too Few Women in Publishing,” with Michael Enright, Sunday Morning, CBC Radio, February 20, 2011.

Glass ceiling? Maybe you have to bang your head.

A survey in the UK suggests that women in management are very conscious of the glass ceiling, while the men they work with think it’s disappeared. (Or maybe the accompanying photo suggests a context for the difference!)

READ: “Female Managers Say Glass Ceiling Intact—Survey,” BBC News, February 21, 2011.

Quota battles universal?

The most recent nation to engage in a battle for quotas to close the gender gap on boards is Italy. Let’s hope we don’t waste too much energy on arguing about the “how” that we never get to “when”!

READ: “Plan to Put More Women on Italy Boards at Risk,” by Lisa Jucca, Reuters, February 17, 2011.

And, some uncommon sense!

An experienced business leader shares some practical tips on recognizing employees in a meaningful way. Like other successful management practices, it takes thought and effort, but read the comments to see how effective it can be!

READ: “Secrets of Positive Feedback,” by Douglas Conant, Harvard Business Review, February 16, 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!

Women are making their mark in many traditionally male professions, but not all.  This month, two articles discussed some fields where women are not playing—and some rinks where they are!  Also in C This Canada! the ways that lack of diversity in the boardroom is hurting Canadian businesses, and a report on a discussion of whether the Norwegian approach of legislating a quota for women on Boards would work in Canada.  And, with the departure of Premier Danny Williams, Newfoundland becomes the first province where women lead the three major political parties.

Why Women Still Aren’t Chasing an Iron Ring

Universities and professional engineering associations are seeking ways to convince young women that they can meet their goal of making a difference by becoming an engineer, but female engineering students continue to feel pressure to adapt in a male dominated environment.

READ: “Why More Women Aren’t Becoming Engineers” by Jennifer Myers, The Globe and Mail, 09/11/10

But Are Playing Hard for the Clarkson Cup

This year saw the first two women inducted into the Hockey Hall of Fame.  We know our women’s hockey teams are champions, but the majority of Canadians who have taken up the game in the past decade are female.

READ: “Jersey Girls: Women Lead the Way in Hockey’s Growth”, by Josh Wingrove, The Globe and Mail, 7/11/10

Canadian Boards on the “Cusp of Change”?

Canadian boards continue to be disproportionately white and male, but will  a generational shift bring greater diversity?

READ: “Boardroom Diversity Advances at ‘Glacial Pace’”, by Tim Shufelt, Financial Post, 21/10/10

Or Should Diversity be Legislated?

The Rotman School for Business and the Norwegian Embassy brought together business leaders and investors to consider legislated quotas for Board diversity, and some alternatives.

READ: “Should Gender Diversity on Boards Be Law?”, by Mary Teresa Bitti, Financial Post, 29/11/10

Is It in the Air, or the Culture?

Newfoundland is renowned for colourful politicians—but the province’s latest political first is that women are leading all three major parties on the Rock.  Newfoundlanders speculate on whether it’s because politics is in their blood, whether it’s the culture, or whether Rick Mercer is right that Newfoundland is simply the “coolest” province.

READ: “Women Rule on the Rock”, by Susan Delacourt, thestar.com, 26/11/10

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!

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.