2011 saw mixed success in the progress of women. The excitement of seeing women as premier in four Canadian jurisdictions was balanced by the fact that the number of women at senior levels in Canadian businesses remains very low. But at least last year left plenty of room for improvement in 2012, so let’s get started!

Women in Charge? There’s Some Progress…

Canada’s political leadership includes more women than ever. Women are now premiers in Newfoundland and Labrador, Nunavut, Alberta, and British Columbia, and the 2011 federal election saw a record number of women elected to Parliament. Internationally, women like International Monetary Fund Managing Director Christine Lagarde and German Chancellor Angela Merkel are examples of women stepping up to the top jobs. But will the progress of women in public life be repeated in the private sector?

READ: “Women in Charge, in Canada and Abroad” by Nicholas Van Praet, Financial Post, December 26, 2011.

…And Some Progress is Still Needed

A study published in early 2012 indicates that only one woman is on the list of the 100 highest paid Canadian CEOs. Maybe we can at least double or triple this number in 2012?

READ: “Only One Woman Among 100 Highest Paid CEOs in Canada” by Dana Flavelle, The Star, January 2, 2012.

Hope Springs Eternal!

Catalyst President and CEO Ilene Lang is one of the people who are hopeful that 2012 will see a growth in the number of women in senior business leadership positions. Will women’s issues emerge in the U.S. election debate?

READ: “High Hopes 2012 Will Be a Good Year for Women” by Luista Lopez Terregrosa, New York Times, January 10, 2012.

Will Networking Help?

Your network of friends and associates can have a powerful impact on your career. I have a job I love because someone saw an opportunity, thought of me, and made the suggestion. Other women have equally positive stories, but do we need to become more strategic in our networking?

READ: “The Serendipitous Side of Networking” by Leah Eichler, The Globe and Mail, January 6, 2012.

The Catalyst Canada Honours celebrates champions who have made diversity and advancement of women a hallmark of their careers. In this week’s CanCon, Emily Pomeroy, chair of the 2012 nominating committee, shares some reasons that you should consider nominating a champion you know, or applying yourself to be a 2012 Catalyst Canada Honours champion!

There seems to be a lot of frustration around inequality in the world today.

- Occupy movement protesters are frustrated with social and economic inequality.
- Food banks are frustrated with decreased donations and increased demand.
- Individuals are frustrated by unemployment challenges.
- Here at Catalyst, we’re pretty frustrated with the low representation of women in senior leadership.

I don’t know about you, but I end up feeling overwhelmed by these issues and don’t know how I could possibly do anything to make a dent in such large and systemic problems.

The answer, I think, is to do something. Take one step to improve one person’s life.

What if, tomorrow, you woke up and changed a woman’s career trajectory by championing her at work. What if you:

- Recommended her work to colleagues and clients?
- Invited her to present at your next senior leadership meeting?
- Connected her to your network?
- Advocated for her promotion during succession planning?

Catalyst knows that many people are doing great things to champion women. We speak with them every day. It’s probably you, or maybe one of your colleagues. If that’s the case, Catalyst wants to recognize and celebrate those efforts. Apply for The Catalyst Canada Honours 2012.

Last month, Catalyst honoured three more individuals who are exceptional champions of women’s advancement at a gala dinner with over 600 guests. Next year, we want to honour you.

So there is something you can do. It’s manageable, attainable, and you can start now.

As always, we’re interested in the factors that influence success for women in business. Often it’s the people with whom we’ve made personal or professional connections. C This, Canada! focuses on the nature of some of those connections.

It Really Is Who You Know

Three articles about the importance of networks, mentors, and sponsors caught our eye this month. The significance of other people in business success is consistently demonstrated by our research and reinforced by the anecdotes we hear at many Catalyst Canada events.

READ: “Women Should Tap Other Women to Grow Their Businesses: REO Panel” by Kerry Curry, Housing Wire, June 13, 2011.

READ: “Why Women Need Mentors at Work—And How to Find One” by Amanda M. Fairbanks, The Huffington Post, June 23, 2011.

READ:  “Canadian Men More LinkedIn Than Women, But Are They ‘Savvier’ Networkers?” by Emily Jackson, The Globe and Mail, June 22, 2011.

And Where You Can Go

Many young women won’t remember the “men-only” clubs where business contacts were cemented over lunch or a drink. Women have moved into the Halifax Club and the Petroleum Club, and now they’re even gaining stature in the breweries!

READ: “No Girls Allowed: Thinking back to the days of men’s-only clubs in the United Kingdom” by A.S. Byatt, Slate, June 9, 2011.

READ: “Barley’s Angels: Women determined to break down beer-drinker stereotypes” by Michelle McQuigge, Winnipeg Free Press, June 21, 2011.

But Clothes Still Count

Why are the clothes of high-profile women still newsworthy? Good thing they have a sense of humour!

READ: “Hillary Clinton and Angela Merkel Celebrate Shared Love of Pantsuits” by Hilary Moss, The Huffington Post, June 7, 2011.

Catalyzing has a very special guest blogger this week! Catalyst Canada’s own Christine Silva, makes some great points about the “Queen Bee Syndrome”.

———————————

This week, media outlets in India, the UK and US ran stories about the so-called “Queen Bee Syndrome,” a  phenomenon where women bosses ostensibly “wreck a woman’s promotion prospects.” In the guest-post below, Catalyst researcher Christine Silva tackles the myth of the Queen Bee. Don’t buy into the buzz, she writes, female bosses don’t sting.

– — – — –

Do female bosses “wreck” the careers of their female underlings? This sounds like the plot to a cheesy Hollywood movie—not actual conditions in the workplace.

Catalyst research on the impact of mentorship found that women are more likely than men to have female mentors. Surely this points to the number of women willing to help other women develop and advance?

As a Catalyst researcher, I decided to dig deeper. I found evidence showing women’s capability of being stellar people managers— and an even more critical need for getting women in the highest positions.

The recent news stories about the supposed “Queen Bee Syndrome,” in which women supervisors supposedly harm women subordinates, cite the work of Dr. David Maume of the University of Cincinnati. Interestingly, his original research does not back up the sensational headlines.

Looking closely at the data analysis in Maume’s study, I drew the following conclusions:

- Women employees feel they receive the same job-related support from male and female bosses.

- There is no difference in women’s perceived chance at promotion based on their boss’s gender.

In other words, having a woman manager doesn’t harm a woman employee’s career. Yet somehow some media outlets have interpreted “no difference” between male and female bosses on women’s careers as evidence that senior women are somehow actively holding back rising young women.

Perhaps journalists were confused about Maume’s findings around men. According to his study:

- When men have women bosses, they feel more optimistic about their advancement chances and feel they receive more job-related support than when men have male bosses.

- And thus, compared to the women subordinates, the men with female bosses report more support and greater advancement potential.

The rationale Maume puts forth for why this might be has nothing to do with women preferring to help male subordinates over their female subordinates. Rather, he points to systemic gender biases in organizations. He writes:

The results are consistent with much research showing that workplaces are pervasively male-oriented in their customs, policies, and structures, and that female bosses are no different from male bosses in reacting to organizational preferences to invest in men’s careers more so than women’s (p. 297).

Maume concludes that people may be disappointed if they think hiring more women as managers is the silver bullet to advancing women into leadership roles. Still, I think there’s more hope in his research than he realizes.

Maume’s findings on the experience of men speak to the potential of women to be terrific people managers. In a perfect world, if organizational norms allowed for the equal advancement of women and men, we might find that women bosses are actually preferred, providing strong support to their female and male subordinates alike.

Unfortunately, much Catalyst research shows evidence of inherent biases still operating in workplaces around the world. In Maume’s view, women bosses may feel more constrained as, he says, they “lack the power to impede organizational preferences to foster men’s careers” (p. 296).

And indeed, amongst the highest-earning women in his study, those women with a female boss were more optimistic about their advancement chances than those with a male boss. While he concludes that this means very few women are likely to benefit from those “change agent” women, I think he’s stumbled upon where these female change agents are likely to be most effective: at the top of the house.

The best way to address Maume’s findings is to not to criticize female bosses as “Queen Bees,” but to fix the workplace culture he cites as the problem—namely, to counter pervasive barriers so that women and men alike can excel and advance. Organizations shouldn’t just focus on getting more women in the door, but instead focused on getting more women into the critical roles that could meaningfully influence the culture. These women can tackle the informal workplace dynamics that hold women back in the first place.

Now that’s a news angle I’d love to see covered!

– — – — –

Christine Silva directs and supports Canadian and global research projects focused on gender and diversity issues and is a co-author of Catalyst’s longitudinal study of high-potential employees. Ms. Silva received a Master of Industrial Relations from the University of Toronto, a Master of Science in Organizational Behaviour from Queen’s University, and has completed doctoral coursework in Organizational Behaviour at Queen’s University. She earned her Honours Bachelor of Science in Psychology and Employment Relations at the University of Toronto.

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

This past month, we’ve been focused on The Catalyst Canada Honours, but we’ve been interested to read about senior women in Canadian business.   We’re encouraged by the inclusion of “Women in Power” as one of The Globe and Mail’s leadership issues in their provocative series on national issues.

Canada: Our Time to Lead

The Globe and Mail series offering in depth consideration and discussion on critical issues facing Canada, including women (or the lack of) in power

READ:  “Time toLead: Women in Power” , The Globe and Mail

Catalyst Canada was asked to respond to some of the misconceptions about programs to advance women in business.  Catalyst research demonstrates that two popular beliefs are misconceptions—that women have it made and that women are promoted at the expense of their male colleagues.  In fact, the continuing under representation of women at senior levels hurts business and the economy by failing to use all  our potential.

READ: “More Women in the Workplace is Good for Business” by Deborah Gillis, The Globe and Mail, 10/13/10

Home Depot Canada Gives Its President Free Rein — ‘But You Have to Produce’

In an interview, Home Depot Canada president Annette Verschuren shares her story, from childhood on a Cape Breton dairy farm to growing the company to 179 stores from 19.

READ:  “Home Depot Gives Its President Free Rein”, by Bill Mah, Edmonton Journal , 10/5/10

Top Team: Executive Class at Harris Bank

And a novel introduction to formal mentoring programs at the US arm of BMO Financial Group:

Harris Bank is using a variation on speed dating—speed mentoring—to introduce promising employees to mentoring, and to a broad range of executives within the organization.

READ: “Top Team: Executive Class at Harris Bank”, by Glen Fest, US Banker, 10/10

Recently, sorting through a box of high school mementos, I found notes for my 12th grade debate: be it resolved that women earn the same as men.  

My 17-year-old self would never have guessed that almost 30 years later, my work and career would focus on creating a world where women have equal opportunities in the workplace. 

Finding that report reminded me of the advice I received from one of my first mentors: look for work that you’re passionate about, work for an organization that you are proud to be part of and with people you respect and can learn from. 

As a mentor, what would I say to that young woman? 

I would tell her that she was embarking on a journey that would be driven by her passion to make change in the world.

I would tell her to never be afraid to ask for help or for a new challenge.  That having the confidence to take risks would lead to career opportunities in government, consulting and nonprofit sectors. That she would grow stronger from facing her challenges head on.

I would tell her that the greatest satisfaction she’d experience in life and work would come from the times when she was true to herself and the things that mattered most to her at that very moment.    

And finally, I’d tell her that she would have the great fortune of building a support system of friends, family and mentors who would offer the encouragement and wise counsel that she needed to achieve her dreams.

Someone once said, “If your actions inspire others to dream more, learn more, do more and become more, you are a leader.”

Today, Catalyst Canada celebrates three remarkable leaders who have made a difference in the lives and careers of countless women in Canadian business. TD’s Ed Clark, Ontario Power Generation’s Colleen Sidford, and Scotiabank’s Sylvia Chrominska share a common trait (aside from their personal success!). Each has made it their mission to champion women in their organizations, their industries, and their communities.  

And for each of them, the reward comes not in personal recognition, but in seeing others become and achieve more than they ever dreamed possible. 

There are few of us who can’t point to a time when our lives were changed by someone who offered advice, or an opportunity, or shoulders to stand on.  Certainly, if there’s one thing I hear consistently from women who have risen to the top of their fields in Canada, it’s that they didn’t make it on their own.  They benefitted from mentors and champions who stepped in, often at critical moments, and set their careers on a new path. 

And that’s why we’ve created the Catalyst Canada Honours – to recognize champions of women in business and to mark Catalyst Canada’s tenth anniversary. It’s our hope that in recognizing these champions, we will inspire others to step forward and create real change that will benefit both women and organizations.  

The Catalyst Canada Honours began about a year ago, with a conversation I had with a woman who attended Catalyst’s first Canadian event.  She was surprised that the event was hosted by a CEO.  Today, no one would be surprised to hear a business leader in Canada talking about the importance of women to the bottom line.  Over the last ten years, the conversation has shifted.  Diversity—with women at its core— has become a strategic imperative for Canadian businesses.     

And it started with a leader, who stood up and did something unexpected. 

While today is primarily about Ed, Colleen and Sylvia, it’s also about all of the other leaders— today and tomorrow—changing workplaces and changing lives.  Thank you for what you do.  We are truly inspired.