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Only when women are on equal parity with men in all spheres of
activity we will be ready for a more peaceful just sustainable and
Beyond political will, it takes moral and conscious will to make
gender equality a tangible change in every company. Thanks to
the important work of the Reosenweig Report, all those who care
about gender equality will keep at it until real change is felt.
Women are the backbone of a progressive society, and yet
it is so hard to be a woman, especially a woman of color.
While it is difficult, we see women stepping up everywhere.
The 116th Congress, for example, recently made history with
the number of women and African-American and Hispanic
members sworn into office. Women should not have to fight
this fight alone. We all have our blind spots, and we need
each other. Jay Rosenzweig deserves kudos for tracking the
number of women in leadership roles for the past 14 years,
and for his actions and advocacy for change. Only through
measurement and education can we hold one another to
account, and spur greater action to affect the positive
Congratulations to Jay and the Rosenzweig Report for putting
facts and figures to how far we need to go to achieve a degree
of equity for women in the workplace. Companies and societies
function better with women in leadership. You can’t improve what
you don’t measure. The Rosenzweig Report enables progress.
Gender equality is not just about empowering women, it is about
empowering society. Equity is the source of economic and social
advancement for all. And the only way to progress forward is
when we methodically track and trace our steps. The Rosenzweig
Report does exactly that. Jay Rosenzweig’s work has enabled us
to hold companies accountable and to develop the strategies to
As a society, we’ve elevated the conversation concerning gender
equality, but collectively we clearly have a long way left to go.
Legacy gender-based biases are still far too prevalent across
many of our institutions and much of our daily interaction. The
Rosenzweig Report has earned a reputation as a voice for change
and a truly objective source in this important topic. Its reporting
truly shows us where we need to work harder and smarter to
identify and eradicate gender inequality and to function as a
healthier society as a result.
In business, financial managers control access to every senior
management position. In music, only 2% of producers – the people
who control which artists make the charts – are women. This
means in both cases, talented women are inherently disadvantaged
and as a society we may be losing half of our potential creativity,
problem solving abilities and breakthrough technologies. More
women controlling P&Ls, just like more women music producers
will enrich our society – in business and art – in ways we have not
begun to fathom.
Despite the progress that has been made in the movement for
gender equality and inclusivity, there is a significant lack of Women
in executive roles, and or with profit and loss responsibilities
directly impacting how business are run. When in the position,
women have proven we are capable of succeeding with this task.
Dispelling a perceived lack of ability, rather highlighting a lack of
opportunity that is cause for address. Allyship has been integral
to my well-being and success. It has afforded me access, and
raised overall awareness about the lack of diversity and inclusion
with a focus on the intersections of gender, and ethnicity. The
Rosenzweig Report is one example of accountable, consistent,
and trusted allyship that has contributed to raising awareness. As
matters that directly affect Women arise, it is for us to recognize
how we are all impacted. And how we can all be an ally. As gender
equality and inclusivity evolve, we need more courageous allies like
Jay Rosenzweig and company to effect change and to increase
the number of Women in profit and loss roles, who can positively
impact business and the world we live in.
We can no longer claim to be unaware of the business case for
diversity. The latest Rosenzweig Report reminds us that a failure
to tackle the structural barriers and persisting negative (and often
unconscious) perceptions associated with diverse leadership will
continue to keep women and minorities out of senior roles. Despite
all the evidence that diversity is necessary for strong economic
performance, there remains a widely held view that a focus on
diversity across an organization - but especially in senior leadership
– means compromising skill or qualifications. Accelerating the
pace of progress requires us to get comfortable with the fact
that historically men have been given access based on potential.
Women should not be held to any higher of a standard, and this
should be front of mind as leaders work to ensure opportunities for
women to gain experience in P&L roles. I applaud Jay Rosenzweig
for his leadership and his commitment to keeping us honest about
how far we have come and how much more there is to do.
It’s time for companies to realize that a corporate ladder designed
entirely to suit men with stay-at-home-wives is not a ladder, it’s a
strainer that will lose you a lot of great talent.
Societies thrive better, and enjoy peace and prosperity when
women step up in leadership. Women are great leaders across all
the fields. They get the work done. Any society that suppresses
women will not ultimately progress.
In contrast to the popular belief that the number of women in
CEO roles is rising, it is instead a fact that the number of women
CEOs at Fortune 500 and FP 100 companies fell over the last
year. Last year’s performance tells us one thing: Women leaders
remain underrepresented and this won’t be easily rectified even
though we’d all be better off with more inclusion. Women, like
other minorities, add diversity -- a powerful antidote to “group
think” that can, at times, derail an economy or even worse. The
Rosenzweig Report -- offers a critical glimpse at our reality today.
All interlinked to today’s efforts to put more women in the C-Suite
-- we can triumph and better ourselves and shed our ignorance if
we pay attention. It starts with dispelling widely held beliefs and
instead looking at the facts.
The responsibility lies on the shoulders of current leaders in
industry to promote progressive thought in teams. The inclusion of
diverse talent leads to successful organizations.
Historically, women worldwide have been underpaid, undervalued,
underrepresented, underfunded and underestimated. We (ALL
women and men) should all be dedicated, determined and driven
to change this.
In the nonprofit world, the greatest success should be to go out
of business – to so fully have achieved your mission, that your
organization is no longer relevant. It is my great hope that the
insights that the Rosenzweig Report provokes is a bellwether of
a future world in which the conversation around leadership is no
longer about gender integration but about leadership, full stop,
making this report superfluous. Until then, we must leverage this
critical data to move the dial for all women, at all levels, globally.
Inequality can be created as a result of the best intentions. Women
are often treated unequally in the workplace because doing so is
ingrained in the fabric of our societal dynamics. Navigating this
particular challenge is rooted in unshakeable self-belief. It is our
job to educate younger females that their dreams are achievable
and show a path forward by example.
For more than a decade, the Rosenzweig Report has done the
critical work of defining where we as a society can and must do
better to achieve gender equity in our boardrooms, our legislatures,
our halls of power across industry. Advancing women’s leadership is
not merely just, but – as a growing body of research makes plain –,
economically and politically imperative, to maintain organizations’
competitiveness. I am grateful and excited for this year’s report,
which once again shows us how.
Canada continues to rise as a global force in empowering women, thanks to the initiative of its incredible country leaders including Jay Rosenzweig. At Mogul, one of the largest female millennial platforms worldwide, we are proud to collaborate with Jay Rosenzweig in all ways possible, as he continues to help advance the state of women worldwide.
Male investors often ask why I started a fund focused on female founders. They said pigeonholing myself was a bad business decision. We are consistently proving this wrong. The data is there. Diverse teams breed success. Women raise half as much money and double the return according to a Dell study. It is refreshing to see men like Jay Rosenzweig who, like me, believes in investing in women and diversity. Jay should be commended not only for his longstanding advocacy on gender equality, years before it was in mode, but also for his personal efforts to spur change by advising so many female led businesses. Bravo! Let’s keep that momentum going. We need more men to invest in diverse teams!
It’s embarrassing that in 2018, we’re still such a long way away from a world of work where women have the same opportunities as men. The Rosenzweig Report shows us how far we still have to go to break glass ceilings and clear bottlenecks in the middle.
As someone who appreciates the value of keeping score and understands the power of numbers, I applaud Jay Rosenzweig for tracking the advancement of women in the corporate world. Progress in gender equality requires careful measurement and accountability. By presenting the facts on an annual basis, The Rosenzweig Report performs an invaluable service. As one who is passionate about defending human rights and fostering human dignity, I commend this outstanding effort.
As the breadth of workplace harassment and intimidation becomes clear, we need compassionate, empathetic leaders more than ever before. Unfortunately, women who can bring this style of leadership are often held back by stereotypes, double standards and gendered language that suggest female leaders can’t be both kind and strong. The Rosenzweig Report offers critical data about the state of women’s leadership that can help us better understand the barriers that continue to hold women back and - at the same time - challenge common perceptions about who and what a strong leader looks like.
Gender diversity is fundamental to good corporate governance. Increasing the representation of women in the boardroom helps drive and maximize long-term business success. As the Rosenzweig report points out, the body of research showing this is only growing. Investors have a large role to play in pushing for progress, continuing to call on companies to ensure their director nomination process has due regard for the benefits of gender diversity.
The inclusion of women in the workforce provides access to a tremendous talent pool of resourceful and industrious leaders. Women are leaders who will bring different perspectives and insights for better decision making in business and policy development.
The Annual Rosenzweig Report is absolutely critical to driving real change because it holds up a mirror to the fact that true equality is still long overdue in corporate Canada and our progress is too slow. This awareness enables us to collectively challenge the status quo, and work hard together to #movethedial to advance the entire talent pool tactically, with vigour, and measure our progress, holding ourselves accountable as a nation. This is what Canada needs to do to win globally in the new economy, and demonstrate the values of true diversity and inclusion that are innate to who we are as Canadians.
Enhancing equitable corporate representation of women is not only good for business – good for the economy – but is empowering women in the pursuit of justice, good governance, equality – and the making of a better Canada and a better world.
The Rosenzweig Report provides a good reminder about how much still needs to be done to achieve true gender equality in the workplace. Diversity at all levels of the organization is critical to enable and drive business success. That’s why we are committed to accelerating the advancement of women at Manulife, and to embedding diversity and inclusiveness in our culture.
We have to be mindful that our intention and our impact aren’t always the same. Let’s focus our society on having shared human values that make life better such as access, freedom, transparency, meritocracy, respect, empathy, courage, kindness and generosity.
It’s important that we see something of ourselves when we look into the faces of our leaders of all trades and professions. We need more leaders who recognize this. The Rosenzweig Report tells us that we still have a long way to go in terms of promoting and retaining women – including women of colour – in both the corporate and film world. We are at a pivotal point in humanity where the need to break barriers is necessary more than ever. If I can, in my own way, inspire women through my art to never compromise and to reach for the stars, that would be the ultimate blessing. The feminist struggle is not a struggle to strip men of their power. It’s a fight for equality. So let’s continue to set a precedent. We are here. We are able. And we belong.
Creating greater gender balance in leadership positions is not only important for our economy, but it leads to more innovative decision making and improved performance. To effect real change, we need men and women working together, leaning in and taking accountability to champion gender parity. It’s not a women’s issue, it’s a business imperative, and we all have a role to play.
The global drivers that are reshaping economies, societies and politics are remarkable and without precedent. Through this, diversity is emerging as a key plank of global competitiveness. We aim to lead by example when it comes to advancing talented women to leadership roles — and have been unwavering in our commitment to doing so. We will continue to push for change beyond BMO and celebrate the individuals and corporations that have demonstrated exceptional and visible leadership in the advancement of women, with the goal of inspiring and mobilizing more champions.
Endless data tells us that diverse leadership teams can crush the competition. We need more women in leadership roles, full stop. And not just at the board level but throughout an organization large or small. The Rosenzweig Report gives us the daylight to see the raw numbers so we can work even harder to disrupt them. “Because its 2015” was a fantastic quip - three years later we need business to step it up.
Fashion and education are universes apart when evaluating our knowledge of the images we see in the media daily. Advertisements have been manipulating us and guilting us into buying products for years. With the overwhelming influence of technology and social media, I found a void in educational curriculum. Why are we not learning about Photoshop and the subliminal messages in advertising that damage our body image and self-esteem? Who is responsible for the education? We all must collaborate to fight for equality, and to embrace diversity. That’s why I founded Be Body Aware. A global fashion and educational project to celebrate and educate on diversity and making changes to the universal standards of beauty. And that is why Jay Rosenzweig has been advocating for gender diversity through his report for the past 13 years. Kudos for his efforts. United we stand!
We need more female entrepreneurs and executives to be role models. To show other women, that if they can do this, so can you. Women control 80% of consumer purchasing power but women do not make up 80% of boardrooms. The Rosenzweig Report reminds us of the work we still need to do.
The fact that the Rosenzweig Report and companies like Rosenzweig & Company exist should make everyone feel better about the world economy. At Girl Starter our mission is to pay it forward by using entertainment to inspire, mentor, highlight and fund the next generation of female business owners and leaders. Jay Rosenzweig is the ultimate Girl Starter. He wants men and women to work together to end gender inequity. He is a role model and is dedicated to educating, hiring, investing and empowering women. We need more business leaders to follow the Rosenzweig example and understand that supporting women is an economic imperative.
The sports industry is uniquely positioned to take a leadership role in the area of diversity and inclusion because ultimately in sports, people are judged on performance, and not race, gender, or sexual orientation. Workforce diversity is not only the right thing to have, it’s an essential component to driving the growth of our game and business globally.
Society succeeds when we all succeed, and the progress of women is a significant measure of overall economic success across Canada and around the world. To create equal opportunities across economic, political or social arenas, both men and women have to be involved. Women need to be willing to take calculated risks, operate outside of our comfort zone and commit to mentoring and sharing our knowledge, and men need to speak up and challenge views to ensure women have a seat at the table. Organizations that have strong diverse representation are more successful organizations – and that means that all of us feel included and have a voice that is heard.
While the statistics around women in business are discouraging, I feel blessed to have the opportunity to represent women while I’m in rooms filled with men. I’ve learned how to thrive despite obstacles, and am dedicated to sharing the space in these rooms with more women. My startup is fortunate to have a group of both men and women who are almost equally represented on our cap table. Jay Rosenzweig is one of those investors and advisors. He has always encouraged our founding team to be conscious of diversity in our workplace. Having Jay as our mentor has really helped us shape how we think about our hires, partners, advisors, and investors. He’s the motivating force that keeps my head up when I face challenges in the workspace due to my gender.
As the numbers in The Rosenzweig Report show, we still have a ways to go to achieve gender equality. But I believe that there has never been a better time to be a woman in business. I would encourage our community to push for more continued change while simultaneously ensuring that all women feel energized and enthused about the opportunities that exist for them. I would want every young woman to know that she can be herself, work hard, be true to her values, and be very successful in whatever field she chooses.
The Rosenzweig Report keeps corporate Canada and other nations like it accountable. Without data, we have nothing but assumptions, excuses, and ill-informed opinions. Data helps destroys these dispositions, and I appreciate Jay and his team’s extensive reporting to showcase the slow moving progress of diversity in corporate life.
There is no better basis for understanding how well women are advancing in Canada than hard facts. The 13th annual Rosenzweig Report shows definitively that women are not advancing fast enough. When females represent only 9% of senior management in the top 100 Canadian corporations, we know something must change—and rapidly. Men and women must be willing to share the “stage.” For that to happen men must welcome women into the ranks of senior management, and women themselves must aspire to achieve this level of management and do everything in their power to acquire that distinction. The solution, in short, is one that both genders must embrace and bring into being--shared leadership at the top.
I believe we are on the precipice of change and must seize this opportunity to accelerate the number of women in leadership positions across all sectors: business, political and social impact. Study after study, story after story, we are reminded of how vitally important the value of diverse voices are at every level of the workplace and in our communities. Women have come a long way, but The Rosenzweig Report reminds us of how far we have yet to go. Jay’s work elevates the value of female leadership and participation. Never in our history has there been a more important time for diverse voices and visions.
Now in its thirteenth year, the Rosenzweig Report has provided a critical and much required perspective with respect to gender diversity within this country’s corporate sector. Gender diversity is not only about fairness although it is also certainly about that, it is a significant component in ensuring that businesses are successful, representative and responsive. The Rosenzweig Report helps to illuminate this reality.
Multiple studies indicate that companies who embrace gender diversity and inclusion in all aspects of their business strategically outperform their peers. The Rosenzweig Report highlights how far we have come and yet it also focuses on how much more we can accomplish working together. At Nutrien we do our part to provide opportunities for women to be recognized and reach their full potential.
2017 was a turbulent and trying year to be a woman but I’m optimistic about what 2018 has in store. Women are feeling more emboldened than ever to raise our voices. Whether it’s about pay equality, sexual harassment or paid leave, we’re bringing these issues into the mainstream. The Rosenzweig Report once again provides invaluable insights about the state of women in leadership roles that illuminates how far we have to go while also charting a clear path to equality. This year I hope to see more women running for political office, more female board members, more female entrepreneurs and the beginning of a long-overdue global conversation about the abuse of male power and privilege and the objectification of women. I’m thankful for male advocates like Jay who continue to champion women in the workplace.
Progress is happening, albeit far too slow. Despite many of Canada’s largest organizations placing a focus on gender parity, the statistics continue to reveal a disappointing gap in representation in the most important of areas for influence – at the executive level and on Boards. In 2018 a bright light has also been cast on the disproportionate power dynamic that exists in many workplaces. I am optimistic that with continued focus, collaboration and the strength of many voices championing & activating better results, we can drive the change our economy, and our future generations need.
Women represent nearly half of Canada’s labour force yet are underrepresented in positions of leadership such as in Canada’s C-suite and on corporate boards. This is where decisions are made and women need to play a greater role. Progress can be sustained by throwing out traditional ideals of what a successful leader should be and embracing the diversity and talents of the women of today and tomorrow. Doing so will ensure a stronger, more profitable Corporate Canada.
As an award-winning entrepreneur, businesswoman and Women’s Success Coach, I find the Rosenzweig Report to be a great resource. It turns a needed spotlight on Corporate Canada and charts the business community’s progress in terms of allowing women to reach their full potential. It also reminds women that we need to keep pushing forward, always striving to take the initiative, to be visible and, ultimately to become so indispensable that our advancement is not just an option, but a business necessity.
For thirteen years, the Rosenzweig Report has provided insight and thought leadership on the progress we’ve collectively made. While we’ve trended upwards over the past decade, we can do better than incremental improvement. The business case has been heard, the conversations have been had and 2018 has emerged as the year to accelerate. I am optimistic we will shift from conversation to measurable action to advance women both inside the outside the boardroom. At Northeastern University Toronto, we are proud to play a role in strengthening the talent pipeline and breaking down barriers through lifelong learning and innovative programs in STEM education.
The business case for diverse leadership teams is undeniable. Just this year, McKinsey & Company found that top-quartile gender diverse companies outperformed less-diverse peers by 21%. Women bring much-needed perspective, skills and leadership styles to the table. Collecting data and tracking progress is a good first step, but it’s not enough – companies must take bold action to remove the barriers preventing talented women from reaching C-suite roles. It’s the right thing to do for employees, stakeholders and shareholders alike.
Jay has inspired our members at The XX Project empowering women in business. With his insight and executive recruitment strategies, he’s brought amazing opportunities to our network.
The Rosenzweig Report is an essential resource for all concerned with bridging the gender gap in the workplace. The excellent research and depth of knowledge makes is a useful tool for all concerned with gender equality. In spite of Canada being one of the world’s most progressive nations, we all have a long way to go in order to level the playing field. The fact that one of the world’s most prominent talent management companies produces this report indicates how important it is for there to be gender parity amongst top decision makers. Jay Rosenzweig served on the Advisory Board for One Young World 2016 Ottawa – the most international gathering ever hosted on Canadian soil – where it was truly demonstrated that diversity should be viewed as a source of strength.
This is a moment in history that we must take advantage of, when the impact of a lack of diversity among the powerful is getting the world’s attention. It seems like an overwhelming challenge, but each one of us can do our part, and the Rosenzweig Report is an important example. At Borrowell, we haven’t let being a fast-growing fintech startup stop us from making diversity a priority and one of our core values. Of course, lots of companies talk about diversity. We treat it like any other important goal - we set targets, measure key results and report on our progress. For us, diversity isn’t just about demographic stats, but ensuring that people with different life experiences feel they can be their authentic selves and contribute their unique perspectives to solving business problems. We must do better. Together, I’m confident we can do better.
The Rosenzweig Report is an invaluable reminder that the key to making real, sustainable progress is collaboration and coordination. People skills are more important than ever before, and those who focus on building diverse networks will be the successful leaders in this new economic era.
When women thrive, businesses and communities thrive. As an advocate for advancing women’s financial capability, I have no doubt that closing the gender diversity gap has far-reaching implications for the improvement of women’s financial empowerment and security. I commend Jay and his team for keeping this issue at the forefront with leaders who are in a position to bring change.
While we’re thrilled to see an increase in the number of women in positions of corporate leadership, the needle isn’t moving fast enough. We’ve done a great job in recent years focusing on women’s empowerment through initiatives like mentorship and diversity training, but we haven’t yet tackled the structural barriers that disproportionately disadvantage women in the workplace. Our one-size-fits-all, 9-5 workday is a relic of the past, one that pushes women off the corporate leadership track or out of the workforce completely in a forced choice between care and career. Of the 30% of women who leave the workforce, 70% say they would have stayed if they had access to flexibility. If we can help facilitate work-life compatibility through structured flexibility policies while continuing to focus on women’s empowerment, we can increase the number of women in leadership and rapidly accelerate the advancement of corporate gender equality.
While there’s been slow-but-steady progress with respect to women’s advancement in leadership roles, the Rosenzweig Report highlights the need for Canada to accelerate the pace of change. With a clear correlation between business success and gender diversity at the top levels of leadership, companies need to continue to evolve and grow. It is because of champions like Jay Rosenzweig, diversity in leadership will not only be a priority, but a necessity across all industries.
Women’s engagement at the leadership level of organizations is imperative to Canada’s competitiveness. It is even more important to have diverse and inclusive teams as technology becomes central to every business model. As the first female Managing Partner of PwC Canada’s GTA region, I am invested in advancing women, both in technology and the workplace, and the Rosenzweig Report is a key tool in helping us to understand how fast we are creating change. We are at the tipping point, and we can’t slow down now!
We live in a time of rapid and transformative global technological change that will inevitably impact every industry and sector not only in Canada, but around the world. To harness these opportunities and meet the challenges, we need all the best ideas at all the decision-making tables and that means diversity at those tables including gender diversity. Ensuing gender diversity is not only the right thing to do, it is the smart thing to do.
Once again, The Rosenzweig Report is the clarion call for corporate Canada. Equipped with knowledge and empathy, let us courageously lead the way in ensuring women have a seat not just at the table, but in C-suites across the country. Our society will be light years ahead once we realize that fulfilling our corporate potential is inextricably intertwined with the empowerment of women.
The Rosenzweig & Company research driven methodology, and intense level of service, is designed to solve senior recruiting needs regardless of sector or geography. I can tell you based on experience - they unequivocally deliver.
The level of attention and care I received both as a client and candidate was of the highest level. What I especially like about the firm is their ability to uncover high quality candidates efficiently… What distinguishes them is that they find the best people.
The Rosenzweig & Company team differentiates itself from mainstream executive search firms from the moment of their initial client presentation. What was clear to me from the start was that their proposal was not a canned act, but rather a considered response to the request for proposal we had submitted.
Working with Rosenzweig & Company has been a terrific experience. They quickly understood my needs and put together a profile that made the search as efficient as possible. It worked so well that my biggest challenge of times seemed to be having to choose from the various qualified candidates. Their patient and thoughtful approach and time we spent on consistently refining the search parameters proved to be a successful formula. Happy to say that we filled the position. Thank you Jay & Mandeep for helping me grow the company.
I've known Jay for over fifteen years and worked with him on both sides of the hiring process. During this time, I have come to trust his advice and respect his insight; not just as it relates to finding the right talent, but also about making the right kind of long term decisions in my career and in my business.
We retained Rosenzweig & Company to assist us in the recruitment of three board members, including due diligence work, benchmarking, and development of candidates. Jay Rosenzweig, the firm's Managing Partner, led the project and deployed an excellent team around him. The firm was highly responsive to our needs, and turned over tasks with a real sense of urgency. Jay's ability to listen carefully and understand the nuances and sensitivities at play in dealing with various stakeholders, while keeping his eye on the overall task at hand, proved invaluable to us. Rosenzweig & Company truly lives it's boutique service oriented philosophy, and we were very pleased with the quality of work they delivered.
If you require a firm that will bring you the very best talent available, regardless of how small or specialized the candidate pool, I would recommend you use Rosenzweig & Company.
With over 20 years of experience building and managing some of the biggest brands in live entertainment, I have had the opportunity to work with the most successful, global retained search firms as both client and potential candidate. Jay Rosenzweig brings a perfect blend of the most important skills and assets requisite to be an effective senior level recruiter: strategic analysis and planning; disciplined research beyond the obvious candidate pool; deep contacts and relationship building; in affable style; and, most importantly, excellent listening.
This CCSO assignment, and others like it that the firm conducts globally on a regular basis, clearly puts Jay Rosenzweig & Company as the leading high-end search boutique internationally.
“Top notch. I would highly recommend Rosenzweig & Company”
“High integrity, trustworthy, and supremely effective”
“Rosenzweig's proactive approach to defining the desired role, creating critical success factors for our organization and the candidate, and delivering the right candidate quickly and efficiently has been invaluable to our business.”
“Rosenzweig & Company distinguished itself via the deft and meticulous manner in which it drove an executive search that may have otherwise proven challenging to our organization. Their research-driven approach, highly personable demeanor, and tireless devotion to finding the best possible candidate -- not simply an acceptable candidate -- leaves us feeling that we have gained not just a new employee, but also a trusted agency partner. ”
"This company Rocks!!! And Jay is awesome!!! It's a pleasure to work with him and his team!!!"
“We brought on Rosenzweig & Company to assist us in hiring a President. Jay Rosenzweig and his team led by Andy Lavalle and David Stinson were outstanding from the get-go. Proactive, highly service oriented, and incredibly responsive. Their customized, research oriented approach is super effective. Their deep understanding of the media business in general, and our business in particular, has made it a pleasure to work with them. We continue working with them on an ongoing basis, and now consider them part of the Business Rockstar family.”
“The Rosenzweig Report plays a critical role in showing a realistic profile of where we stand today, and, in exposing Canadian businesses to the clear benefits of bringing women into the C-suite and onto corporate boards. To make broad, meaningful progress requires us to understand the current gaps that exist with a lack of diversity at the top of many Canadian corporations, along with the great competitive value to be had in championing progress in this area.”
“The Rosenzweig Report is a useful report card proving that Canadian companies are not doing enough to promote women into the highest levels of corporate leadership. I am personally proud of the fact that I was recruited into Manulife by a senior female executive, that Manulife led large publicly-traded financial institutions globally when our Board elected Gail Cook-Bennett as Chair back in 2008, and that 36% of our independent directors are now women... but there is clearly more to do here and elsewhere. Along with other forms of diversity, promoting capable women is just smart business.”
“While the trend line is positive, this year’s Rosenzweig Report shows how much more needs to be done. As half the population is female, their under-representation in corporate leadership means Canada’s business elite is missing some of its best potential talent. When half the federal cabinet and 30% of Canada’s provincial premiers are female, and Linda Hasenfratz is Chair of the Business Council of Canada (formerly CCCE) it’s time for corporate Canada to up its game. After all, it’s 2016.”
“There is a profound generational change underway as female executives are increasingly taking their place in the ranks of corporate management. In time, they will also take their place in ever increasing numbers among the Named Executive Officers as corporations draw upon their full talent pool for their leadership. I am proud that BMO Financial Group is a national leader in this respect.”
“The Rosenzweig & Company Annual Report 2016 provides important analysis about the accomplishments women continue to make as business, non-profit and public-sector leaders. I have always taken such great pride in the number of smart, strong-willed and successful women who hold executive leadership roles at Mississauga City Hall, and in important positions throughout our City. We can always do better and the insights from the Rosenzweig & Company Annual Report 2016 can position all organizations and emerging female leaders to reach higher, and break through glass ceilings.”
“While the numbers appear to be relatively flat year over year, I am encouraged by the leadership we have seen in Canada coming from men like Prime Minister Trudeau and Jay Rosenzweig, who bring the issue of gender equality to the forefront. I am hopeful that these efforts will ignite corporations to speed up the pace of change.”
“Simply put, empowering women is empowering Canada. The struggle for human rights, for women’s rights, for equality, is the struggle for ourselves. In what we say, and more importantly, in what we do in this case and cause for equality in general, and women’s rights in particular, we will be making a statement about ourselves as a people. Accordingly, we must ensure that the struggle for gender equality is a priority on the national and international agenda.”
“Women’s engagement in decision-making is essential to the success of Canadian businesses, and at the core of our values of diversity and inclusion. While Canada can be proud of its history, we have more work to do; I am pleased to be part of a government that weighs gender impacts in public policy decisions and supports a public service and public appointments that reflect our country’s diversity. I am confident that by working together, at home and abroad, we can ensure that women are not only at the table, but leading in business, government, diplomacy, security and peacebuilding.”
“If the success of Toronto and Canada will ultimately depend on our ability to attract and keep talent, the most sensible place to start is with the biggest of all of the underrepresented groups, namely women. For many reasons, it’s the right thing to do.”
“As we approach the 35th anniversary of the Charter we are reminded that equality in general - and gender equality in particular - is a foundational principle for the establishment not only of a just society but one that is also compassionate and humane. It will be a celebratory moment when we can achieve gender equity in corporate leadership.”
“Each year the Rosenzweig Report serves as an invaluable reminder that the advancement of women is proceeding incrementally at best in many C-suites and boardrooms across the nation. By aggregating and quantifying results, the Report highlights the fact that only modest gains are being made, hopefully providing a fact-based impetus for corporate Canada to move beyond more talk and get straight to more action.”
“The Rosenzweig Report serves to educate and brings public awareness to the fact that the cause of gender diversity is not just about pushing females forward. It’s about doing what’s truly good for everyone. Change is occurring when it comes to diversity in society and business because we now recognize how valuable it is to get input from diverse voices. What’s more, the millions of women and men who marched worldwide on January 21 for gender equality cannot be ignored. It is Our Turn.”
“Employing a diverse workforce is unquestionably the right thing to do, but it’s much more than that. For us at the NBA, we know that a diverse and inclusive culture produces better business results. When it comes to the basketball court what matters is how good your game is, and we see increasingly the business world is embracing this meritocratic ethos as critical to success.”
“Businesses are beginning to wake up to the fact that investing in women gives them a competitive edge. Cultivating female leadership isn’t a feelgood corporate program; it’s a business opportunity. As an angel investor, my focus on female-founded startups has certainly paid off. Research proves this as well: tech companies led by women achieve a 35 percent higher ROI on average than those led by men. The Rosenzweig Report is required reading for companies that are ready to get serious about this opportunity.”
“As Canadians, we have the capacity to bring together the diversity of the people and social progress. Men and women are working together to develop our businesses and ultimately ensure prosperous economic and social development for our communities. I am looking forward to continuing to contribute to creating better conditions for women entrepreneurs by defending more access to capital, and promoting stronger networking and support. This will not only be a benefit to women but also to our society. We have to continue to work together for the growth of our businesses, to position Canada in international markets in order to contribute to creating a better world.”
“It’s time to really double down on our efforts to support the advancement of women entrepreneurs, women in leadership roles and women decision makers. I’m excited by the prospects of working with female CEOs both here in Canada and the United States on what we can collectively do to make a difference and move the bar. Jay’s report will keep us honest. It will take significant effort, changes and commitment from both male and female leaders and CEOs to create a world where both our daughters and sons will have an equal chance at significant leadership positions. I’m up for that challenge.”
“As a member of the joint Canada-United States Council for the Advancement of Women Entrepreneurs and Business Leaders, I rely on the Rosenzweig Report for key metrics and an annual reminder for how much productivity we can unlock by empowering women in business.”
“As business leaders face more challenges, disruptions, and transformation in this new world, they will need more diverse ideas, innovation and creativity to improve performance in their companies. Women offer a different lens and perspective that can accelerate the unleashing of these new ideas, innovation and creativity. The world is changing fast and leaders and institutions need to create very inclusive cultures to release this talent and energy. If there were equity in leadership positions at the top of our organizations, our businesses would be stronger, more nimble and more sustainable. It’s our time.”
“Advocating for and supporting the advancement of women to senior leadership roles is a key priority for BMO and an important part of our 200 year history. From being the first Canadian bank to promote a woman to a Branch Manager role to our focus on increasing the number of women in leadership roles across our business, we are proud to support female leaders within our bank and in communities across the country.”
“It is exciting to see the ratios changing in the Rosenzweig Report. Companies that reimagine work from a women’s perspective position themselves for future success as they unlock engagement from this huge segment of the workforce and economy. Today, women earn the majority of educational degrees, account for the majority of the labor force, control the majority of wealth, and drive an estimated 70-80% of consumer spending with their purchasing power and influence. Changing the ratio is about competitive advantage vs obligation.”
“Despite positive change, and excellent diversity champions and initiatives underway, the stats in the Rosenzweig Report are a necessary call to action that we need to do more to move the dial in Corporate Canada. It is our full talent pool that will make us more competitive on the global stage. There is great opportunity in 2017 for us to collaborate more deeply as a business community towards this end, weaving our initiatives and tactics together to make greater and faster change. We are stronger together.”
“We see from studies such as the Rosenzweig Report that although Canada has experienced growth in recent years in the number of women appointed to senior ranks, the proportion of top female executives has climbed more slowly. That I’m only one of a handful of women occupying the chief executive role within Canada’s publicly-traded companies underscores this sluggish pace of progress. If you look at some of the most successful organizations, it is no coincidence that you will find strong gender diversity up the management chain. Diversity brings alternate, unique experiences and perspectives that enable better problem-solving, and contribute to stronger operational efficiency and organizational performance. Without this balance, the glass ceiling moves from a gender limitation to an organizational weakness.”
“I never think that in my male-dominated profession of architecture that I should get a project because I am a woman rather than simply being the best person for that job. I am a woman entrepreneur who is not in the corporate structure, but every day I am in the workplace creating jobs bringing them into my philosophies of lead by example and carpe diem. Over 25 years, I have watched women retreat away from the workplace as the balance of family and work is not an easy dance. For women to advance, we need to value what is important in life which is family then work. Create an environment that celebrates excellence in people, then success in your profession flourishes. Through Jay Rosenzweig and his team continuing to do the important work of measuring and analyzing the progress of women in the workplace, we will have a reminder to constantly change our approach to maximizing the output from women so that we not only compete but elegantly conquer.”
“As Canada continues to empower women, it empowers itself. At Mogul, we are incredibly proud to provide women across the country with information access, economic opportunities, and education, thanks to the guidance and support of incredible Canadian leaders such as Jay Rosenzweig, who works tirelessly to help advance the state of women through this important annual report as well as powerful initiatives worldwide.”
“Seven continents, 82 countries, 673 marches - more than 5 million people globally showed up on January 21, 2017 to advocate for legislation and policies to protect women’s rights amongst many other important issues. People, mostly women, from completely diverse backgrounds and ages, united together in a historic peaceful protest. I was lucky to be in D.C. with one of my daughters where I witnessed tremendous energy and strength of those in attendance. Women’s rights in the workplace, in the community and in the government are not only important but essential to the wellbeing equation for any country, community or corporation. As women assume more leadership roles in our governments, in our communities and in the companies we work for or help to create, the payoff for everyone dramatically increases. We have made vast strides in North America but we must do better to make sure that women are compensated equally, have access to higher education and leadership opportunities. Social gender equality highly correlates to higher incomes, better human rights and greater individualism. What’s good for women – turns out to be good for all. Thank you, Jay, for this valuable and honest accounting of women’s status in the workplace in Canada.”
“As President and CEO of UNICEF USA, I have made it my mission to help build a world that puts children first, where every girl and boy has equal rights and can grow up healthy, protected from harm and educated. A key piece of this is ensuring that we work to eliminate gender inequality, giving girls an equal place in society. From grassroots initiatives in the field to corporate partnerships built in the boardroom, I have witnessed the tremendous power, productivity and potential of women when they enjoy full participation in the development of their communities. To create a brighter future for the next generation, we must continue working to ensure that all girls – all children – around the world are empowered to lead full and productive lives.”
“Empowering women is a business need - the vast amount of research linking gender diversity to better business results is undeniable. We need to take action to get there - we need all genders to lean in. The Rosenzweig Report is a great way to keep us all accountable for the progress that we need to make.”
“Innovation in the Israeli ecosystem is not only in leading technology R&D. It is also in spearheading social change, where woman are encouraged and empowered to start and lead their own businesses, be entrepreneurial and pursue their ideas and dreams. But there is still ways to go. In my 10 years of professional experience as a business leader both in the private and public sectors, I’ve experienced firsthand the difficulties and challenges for women to go up the corporate ladder, and how much harder we have to work to gain professional recognition.