Canada is facing a crisis of women leaving senior management positions, despite efforts to promote inclusion. This article explores the reasons behind this trend, highlighting the disconnect between performative initiatives and meaningful change in organizational culture.
After Chrystia Freeland’s shock resignation this week, the federal government tabled a fall economic statement that falls short of addressing key workforce challenges .Canada is currently grappling with its highest unemployment rate since 2017, and there are many contributing factors to this issue. One that is often overlooked is surprisingly simple: retaining our existing workforce.
In today’s economic climate, Canadian families are feeling the financial squeeze, struggling to make ends meet amid rising costs. At the same time, experienced women in senior and mid-management positions, who are primed to enter their highest-earning years, are leaving their workplaces at an alarming rate. Something isn’t adding up. This trend is so pronounced that McKinsey has coined it “The Great Breakup.” For the past two years, women at the director level are consistently leaving their jobs faster than they’re being promoted. For every woman promoted to director, two women leave. Freeland is a stunning example of a senior leader leaving due to an inhospitable work environment. What’s behind the ‘Great Breakup’? In an era where companies and governments proudly champion women’s inclusion efforts, it begs the question: where’s the disconnect? Research paints a stark picture: what’s often touted as employee engagement or inclusion efforts are little more than performative. Many initiatives focus more on checking boxes than creating meaningful change. Simply put, organizational cultures are stagnating or regressing. In the past 18 months alone, Canada’s largest firms have reported a 10-per-cent decline in their talent pipeline of senior women leaders. Research shows that women are just as ambitious—if not more so—than men about holding executive leadership roles, especially early in their career
Women In Leadership Workforce Challenges Organizational Culture Gender Equality Economic Impact
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