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| Mujda Rasoul |
Yet, in Canada, the inequality seems to persist. Despite representing half the workforce, women find themselves significantly underrepresented in positions of influence. Only about 35 per cent of management roles and 30 per cent of senior management roles are occupied by women.
Although the pay gap has slowly declined, male employees consistently earn more than female employees. Its no surprise that 65 per cent of Canadian women feel they are not receiving fair compensation for their work.
Beyond unequal pay, women encounter various challenges in the workplace that contribute to feelings of being misrepresented or uncomfortable. Factors such as hesitancy to voice opinions due to feeling intimidated, the added complexity faced by breastfeeding women, and the challenges experienced by women of color further compound these challenges.
Businesses have a huge role to play in this movement as they can influence and advocate for gender inclusivity.
An important method that businesses can support women in the workplace is by creating an inclusive and open work environment. Employers should reassess company policies to ensure that women receive equitable and unbiased support at work.
Employers can consider updating company policies to be more inclusive, whether that’s offering flexible work or programs to help women advance in leadership roles. Other policies that can be implemented in the workplace are menopause, maternity leave, and breastfeeding. It’s important that women know their rights and that their workplace is up to date with all regulations.
Establishing a transparent salary framework free of bias is crucial in creating a more inclusive work environment. It’s important to appreciate and acknowledge the contributions of every employee, regardless of gender, and to uphold fair compensation practices across the business.
Canadian employers have a big opportunity to create a more equitable and inclusive workplace for all employees.
Mujda Rasoul is vice president of service at Peninsula Canada.
The opinions expressed are those of the author(s) and do not necessarily reflect the views of the author’s firm, its clients, Law360 Canada, LexisNexis Canada, or any of its or their respective affiliates. This article is for general information purposes and is not intended to be and should not be taken as legal advice.
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