On March 9, in Montreal, Sunniva Sorby, Membership Manager—Quebec and I attended the most recent event in our Catalyst Connects series, sponsored by BMO Financial Group. Monique F. Leroux, Chair of the Board, President and Chief Executive Officer of Desjardins Group, spoke to a room of almost 100 high-potential women, offering wisdom she’s gained over her career. Below, Sunniva shares the insights that resonated most with her.

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 Some issues are just too important to let competition for market share get in the way. That the advancement of women is one of these issues was clear earlier this month when our BMO-sponsored Catalyst Connects event was held in Montreal. Two high-powered women in banking shared the spotlight when Lynn Roger, Senior Vice President, Talent Strategies and Executive Resourcing Managing Partner, BMO Financial Group, interviewed Desjardins Group CEO Monique F. Leroux about her long and winding road to the top.

Career advice from Ms. Leroux isn’t available every day, and audience members took advantage of the opportunity to ask her questions.

 One woman wondered how she manages difficult situations. The response may sound cliché, but Ms. Leroux’s passion made it live: Be true to yourself. Develop and articulate your own set of core values, and don’t lose yourself along the way. Be a woman of conviction, and don’t compromise on values. And her experience proves that standing for principle enables other people to understand and trust you and your values.

 What did Ms. Leroux identify as her own values? She loves working hard, connecting with people, and making a contribution. She is always looking for ways to make a contribution which, she notes, makes what we do more meaningful. The passion that we bring to work is also more likely to lead to advancement than “targeting” a senior position.

 Ms. Leroux urged her audience to take risks. Without them, she said, you will never get out of your comfort zone or grow. “Stand up for what you believe in,” she said. “And please remember to have a sense of humour along the way!” Especially when tensions are high, it’s helpful to laugh at ourselves and find the people who will help us keep a balanced perspective.

 I was deeply impressed by how Ms. Leroux is very “centred around her core,” and how she never targeted a particular position but rather sought opportunities that would allow her to contribute in meaningful ways. Ms. Leroux’s story proves that values and principles don’t have to be sacrificed for advancement. In fact, they’re the very stuff of success!

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 Le 9 mars, à Montréal, Sunniva Sorby, gestionnaire d’adhésion  – Québec et moi avons assisté au plus récent  événement de notre série “Catalyst Connects”, parrainée par BMO Groupe financier.  Monique F. Leroux, présidente du Conseil, présidente et directrice générale du Groupe Desjardins, s’est adressée à un auditoire d’environ 100 femmes, toutes  possédant un immense potentiel. Elle a partagé avec nous la sagesse qu’elle a acquise au cours de sa carrière.  Ci-dessous, Sunniva partage les idées qu’elle a échangées avec elle. 

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Il est impensable de laisser la concurrence prendre les parts de marché. Certaines questions sont tout simplement trop importantes. L’avancement de la femme est l’une de ces questions qui ont été clairement soulevées plus tôt ce mois-ci lors de notre dernier événement à Montréal, parrainé par BMO ” Catalyst Connects”.

 Deux femmes influentes dans le secteur bancaire partagent la vedette.

 Lynn Roger, première vice-présidente – Stratégies de gestion des talents et renouvellement haute direction, BMO Groupe financier, interroge Monique F. Leroux, présidente du Conseil, présidente et directrice générale du Groupe Desjardins, sur sa longue et difficile ascension vers le sommet.

Les conseils de Mme Leroux à propos de la carrière ne sont pas offerts tous les jours.  L’auditoire en a profité pour lui poser des questions.   Une femme a demandé :”comment gérez-vous les situations difficiles ?” La réponse peut sembler banale, mais Mme Leroux a affirmé :

 Vivez votre passion !  Soyez fidèle à vous-même !

Définissez et respectez vos propres valeurs fondamentales, et ne vous perdez pas en chemin!

Soyez une femme de conviction et ne faites pas de compromis sur vos valeurs.

Son expérience démontre que de se laisser guider par ses principes et de se baser sur ses valeurs permet aux autres de mieux nous comprendre, et par le fait même, engendre la confiance.

Ce que Mme Leroux identifie comme ses propres valeurs ?

Elle aime travailler dur et elle favorise les liens avec autrui, ce qui lui permet de contribuer de façon considérable à son milieu de travail.

 Elle est toujours à la recherche de moyens pour se démarquer ce qui, à son avis, rend ce que nous faisons beaucoup plus significatif.

C’est la passion avec laquelle nous travaillons qui est susceptible de nous conduire à l’avancement vers un poste supérieur, plutôt que le fait de cibler une place spécifique au sein de l’organisation.

Mme Leroux a encouragé son auditoire à prendre des risques. Sans eux, vous ne sortirez jamais votre zone de confort!

« Défendez ce qu’en quoi vous croyez!», dit-elle.

«… Et n’oubliez pas d’avoir un sens de l’humour, tout au long de votre parcours »

Spécialement lorsque la pression est forte, il est favorable d’être capable de rire de nous-mêmes et de trouver des gens qui nous aideront à garder une perspective équilibrée. 

J’ai été profondément impressionnée par Mme Leroux.

Sa façon d’être, son point de mire et son système de valeurs. 

Sa philosophie concernant l’avancement d’un poste : saisir les occasions tout en contribuant de façon importante.

L’histoire de Mme Leroux démontre que les valeurs et les principes n’ont pas à être sacrifiés pour l’avancement.  En fait, ils sont très certainement la clé du succès !

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.

Maybe it was the proximity to International Women’s Day. Or maybe it’s an issue whose time has come. But last week’s release of the 2010 Catalyst Census: Financial Post 500 Women Senior Officers and Top Earners has caused waves in the media across the country. In my five years with Catalyst, I don’t remember such strong media response to our work. The recognition of the quality and significance of Catalyst’s work is gratifying.

But neither do I recall being so frustrated by the level of understanding of the barriers that still block career advancement for many Canadian women. In almost every interview I did, I was asked questions like: “Are women not reaching the top because they ‘opt out’ to raise families?”

True, those questions aren’t answered by the Census, which is intended to be a snapshot and a check on the progress in Canada’s leading companies. Other research, such as Pipeline’s Broken Promise, provides some of the answers.

That study demonstrates that smart, educated women start their careers at lower levels and earn about $4,600 less than their male counterparts. And the gap never closes, even for women who remain single and childless. No opting out. No family before career. Just a glass ceiling and a sticky floor.

If anyone doubts that we have to keep gathering the statistics and telling the stories, a quick skim through the comments on any of the media coverage of the Census will quickly convince them. There you’ll find the folks who think that women have it made or that women gain at the expense of men. Some even declared victory, as Margaret Wente did in her Globe and Mail International Women’s Day column, where she stated “The war for women’s rights is over. And we won.”

Pointing to advances women have made is good—it’s the encouragement we all need to keep going. But we can’t ignore the lack of equity at the top. The confusion of the past week shows that we have to keep challenging pat assumptions that women have made it—or risk being lulled by complacency and a clever headline.

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.

Last week, Christine Silva, Director, Research, Catalyst Canada, led the most recent event in our Engaging Men as Diversity Champions series, sponsored by CIBC. Three terrific panellists shared their insights and experience: Bob Elton, former Chief Executive Officer, BC Hydro, and Executive Chair, Powertech Labs Inc.; Glenn Ives, Chairman, Deloitte & Touche LLP Canada; and John Silverthorn, Senior Vice-President, Talent Management, CIBC. And then a woman in the audience shared a story that made everyone stop and think.

After you’ve read Christine’s report, tell us your reaction.

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It isn’t often that silence descends upon a Catalyst event. But last week in Vancouver, a participant shared a story that made everyone in the room take a mental step back and think about the implications of a couple of our favourite words: diversity and inclusion. 

It was the story of a hockey team one of her colleagues plays on. The league had a rule that 50% of the players must be women. But then they decided their goal shouldn’t only be diversity, but also inclusion. After all, what good is it to have different people on the team if they aren’t full participants? So the league made an additional rule that 50% of the goals must be scored by women.

What, she asked, did the panellists think about that?

The panellists were three strong champions of women. They had already shared their personal journeys to becoming diversity champions, including some of the challenges and successes they’ve had along the way. They talked about the difference between treating people equally and fairly, the importance of recognizing what leaders and individuals value, and the need to set goals as an organization and make sure you have a way to track progress.

And they had already spoken about sports, in terms of coaching soccer and bringing senior managers out to the golf course.

But this?

This fundamentally changes the game, one thought out loud. Is it necessary? Is it desirable? The panellists went back and forth, finding no obvious right answer. Of course inclusion is the end goal, but should we completely change the rules to make it happen?

After the panellists talked, the woman who asked the question shared the outcome of the rule change. The men on the team passed the puck more. They now had a vested interest in making sure everyone had an opportunity to develop and demonstrate their skill.

The question had caused discomfort for many in the room—after all, rethinking the status quo is never easy. But it created a real learning opportunity. As someone reflected after the event, organizations should be striving to figure out how to create a rising tide that will lift all boats. What a perfect way of describing the win-win of diversity and inclusion.

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!

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

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.