The tech industry has long had a gender issue. Whether it be pay discrepancies between male and female employees or companies’ poor handling of sexual harassment claims, the tech sector has a long way to go when it comes to discrimination and equality. Not only do these issues frustrate and hold back employees, but it has adverse effects on the companies as well.
The reality in 2019 is that women continue to be held back when it comes to finding and maintaining top corporate jobs, especially in the United States and Canada.
Jay Rosenzweig is a member of the board for Raoul Wallenberg Centre for Human Rights
Even when women do achieve senior executive roles, they are often disproportionately concentrated in non-operational roles …
To close the gender gap, we need to understand it. The Rosenzweig Report shines a light on the problem of too few women leaders in corporate Canada.
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 healthy world.
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 Rosenzweig 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.
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 move forward.
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.
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.
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 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.
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.