Rosenzweig Report Endorsements & Quotes
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.
|–||Tiffany Pham, Founder & CEO, Mogul|
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!
|–||Jesse Draper, Founding Partner, Halogen Ventures|
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.
|–||Adam Grant, New York Times bestselling author of Give and Take, Originals, & Option B with Sheryl Sandberg|
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.
|–||Dikembe Mutombo, NBA Hall of Famer, Board Director, & Humanitarian|
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.
|–||Fran Hauser, startup investor, Former President, Digital at Time Inc., author of The Myth of the Nice Girl|
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.
|–||Heather Munroe-Blum, Chairperson, CPPIB|
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.
|–||Nancy Southern, Chair, President & Chief Executive Officer of ATCO Ltd., & Chair & Chief Executive Officer of Canadian Utilities Limited|
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.
|–||Jodi Kovitz, Founder & CEO #movethedial|
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.
|–||Irwin Cotler, Founder and Chair of the Raoul Wallenberg Centre for Human Rights, Emeritus Professor of Law at McGill University, former Minister of Justice and Attorney General of Canada, & international human rights lawyer|
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.
|–||Roy Gori, President & Chief Executive Officer, Manulife|
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.
|–||Candice Faktor, Founder, Faktory Ventures|
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.
|–||Karena Evans, Director, Actor, Storyteller|
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.
|–||Victor G. Dodig, President & CEO, CIBC, Chair of 30% Club Canada, Chair of Catalyst Canada, & member of the global Catalyst Board of Directors|
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.
|–||Darryl White, CEO, BMO Financial Group|
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.
|–||Brendan Doherty, Co-Founder, Forbes Impact|
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!
|–||Tia Duffy, Founder, Be Body Aware|
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.
|–||Michele Romanow, Serial Entrepreneur, Co-Founder Clearbanc, Dragon on Dragons’ Den|
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.
|–||Jeannine Shao Collins, CEO & Co-Founder, Girl Starter|
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.
|–||Kathy Behrens, NBA President, Social Responsibility & Player Programs|
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.
|–||Jennifer Tory, Chief Administrative Officer, RBC|
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.
|–||Sophia Parsa, Founder & CEO, toot|
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.
|–||Janet Bannister, Partner, Real Ventures|
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.
|–||Beck Bamberger, Founder, BAM Communications|
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.
|–||Judith Humphrey, Founder of The Humphrey Group and Author of Taking the Stage: How Women Can Speak Up, Stand Out, and Succeed|
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.
|–||Vicki Heyman, Founder, Uncharted|
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.
|–||Councillor Michelle Holland, Chief Advocate for the Innovation Economy, City of Toronto|
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.
|–||Leslie O’Donoghue, Executive Vice President, Chief Strategy & Corporate Development Officer, Nutrien|
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.
|–||Kristin Luck, Founder, Women In Research|
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.
|–||Lori Casselman, Chief Health Officer, League|
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.
|–||Lisa Lisson, President, FedEx Express 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.
|–||Erica Diamond, Founder, Women on the Fence; TV Correspondent; Entrepreneur; Life Coach|
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.
|–||Aliza Lakhani, Regional CEO and Dean, Northeastern University, Toronto Campus|
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.
|–||Annette Verschuren, O.C., Chair & CEO, NRStor Inc.|
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.
|–||Michelle Edgar, Founder, The XX Project|
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.
|–||Kate Robertson, Founder, One Young World|
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.
|–||Eva Wong, Chief Operating Officer, Borrowell|
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.
|–||Kelly Hoey, Investor, Advisor, & Author of Build Your Dream Network|
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.
|–||Saijal Patel, Founder & CEO, Saij Elle|
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.
|–||Anna Auerbach, Co-Founder & Co-CEO, Werk|
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.
|–||Esther Park, Head of Marketing & Community, Drop Technologies Inc.|
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!
|–||Diane Kazarian, Managing Partner, PWC, GTA|
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.
|–||Brenda M. Hogan, Co-Chair, Canadian Women in Private Equity|
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.
|–||Kim Smiley, Designer, Social Entrepreneur & Founder, The Empathy Effect|
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.
|–||Hon. Chrystia Freeland, P.C., M.P., Canada’s Minister of Foreign Affairs|
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.
|–||John H. Tory, Mayor of Toronto|
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.
|–||Irwin Cotler, Founder and Chair of the Raoul Wallenberg Centre for Human Rights, Emeritus Professor of Law at McGill University, former Minister of Justice and Attorney General of Canada, and international human rights lawyer|
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.
|–||Kathleen Taylor, Chair of the Board, Royal Bank of Canada; Former President and Chief Executive Officer, Four Seasons Hotels and Resorts; Founding Member, 30% Club|
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.
|–||Kirstine Stewart, Chief Strategy Officer, Diply|
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.
|–||Kathy Behrens, NBA President, Social Responsibility & Player Programs|
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.
|–||Fran Hauser, Angel Investor, Media Executive and Women’s Advocate|
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.
|–||Monique F. Leroux, President of the Board of Investissement-Québec, President of the International Co-operative Alliance and member of the Canada-U.S. Council for Advancement of Women Entrepreneurs and Business Leaders, and former Chair of the Board and Chief Executive Officer at Mouvement des caisses Desjardins|
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.
|–||Dawn Farrell, President and Chief Executive Officer of TransAlta Corp., and member of The Canada-U.S. Council for Advancement of Women Entrepreneurs and Business Leaders|
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.
|–||Tina Lee, CEO T&T Supermarkets Inc. and member of The Canada-U.S. Council for Advancement of Women Entrepreneurs and Business Leaders|
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.
|–||Annette Verschuren, Chair & CEO of NRStor Inc. and member of The Canada-U.S. Council for Advancement of Women Entrepreneurs and Business Leaders|
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.
|–||Cam Fowler, Group Head, Canadian Personal & Commercial Banking, BMO Financial Group|
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.
|–||Candice Faktor, Founder, Faktory Ventures|
“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.”
|–||Jodi Kovitz, CEO AceTech Ontario and Founder #MoveTheDial|
“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.”
|–||Deborah Merril, Co-CEO and President of Just Energy|
“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.”
|–||Dee Dee Taylor Eustace, Architect and Interior Designer, and Author|
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.
|–||Tiffany Pham, Founder & CEO, Mogul|
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.
|–||Lorraine Bell, a Canadian in NYC, Board Director of the OFA, IBI Group & Brookfield Real Estate Services, the NYG&BS|
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.
|–||Caryl M. Stern, President and CEO of UNICEF USA|
“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.”
|–||Megan Anderson, Business Development Director at Integrate.AI and #GoSponsorHer co-founder|
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. We need to integrate more women into this ecosystem. As a start, I think that all women who have broken the glass ceiling should share their fortune and actively reach out to female colleagues and offer mentorship, guidance and support, to help them grow in this competitive world and assume leadership positions. I’m proud to be part of a strong and professional women led company and an ecosystem that promotes and empowers women.
|–||Lee Moser, Head Of North America & Investor Relations, iAngels; Former Chief of Staff to the Israeli Ambassador to The United States|
“There is some encouragement to be had with more women now serving on Canadian Boards of Directors and occupying senior executive positions than previously. But the numbers remain low. It has been well-demonstrated that those companies drawing on the talents, diverse mindsets, and leadership skills of women, attain better business outcomes. 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.”
|–||Heather Munroe-Blum, Chair, Canada Pension Plan Investment Board; Director, RBC Financial Group; Former Principal and Vice-Chancellor, McGill University; Member, 30% Club|
“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.”
|–||Irwin Cotler, Former Minister of Justice & Attorney General of Canada and Member of Parliament; Emeritus Professor of Law (McGill University); International Human Rights Lawyer|
“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.”
|–||Donald Guloien, President and Chief Executive Officer, Manulife Financial; Member, 30% Club|
“As a woman born into a generation whose mothers wore boned girdles while our older sisters burned their bras, I grew up with the false belief that opportunities would abound. I applaud the progress made to date, but this year’s report shows just how far we still need to go. And not just to gain access to the C-suite, but to those basic needs that insure survival. Gender-based discrimination is one of the most ubiquitous forms of discrimination that children face. We must work harder to provide girls around the globe with what they need to move up whichever ladder they choose.”
|–||Caryl M Stern, President & CEO of the US Fund for UNICEF|
“While the trend line is positive, this year’s 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.”
|–||John Manley, Chief Executive Officer, Business Council of Canada; Chair, CIBC; Director, Telus; Former Deputy Prime Minister, Minister of Finance, Minister of Foreign Affairs of Canada; Member, 30% Club|
“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.”
|–||Robert Prichard, Chair, BMO Financial Group; Chair, Torys; Chair, Metrolinx; Director, George Weston Limited; President Emeritus, University of Toronto; Member, 30% Club|
“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.”
|–||Bonnie Crombie, Mayor, Mississauga|
“We all know the old saying that what gets measured, get’s done. Let’s hope this report keeps moving the yardsticks.”
|–||Janet Ecker, President and Chief Executive Officer, Toronto Financial Services Alliance; Former Minister of Finance, Government of Ontario|
“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.”
|–||Debra Kelly-Ennis, Board Director, Carnival Corp.; Board Director, Altria; Board Director, Pulte Homes; Board Emeritus, Dress for Success Worldwide; Former Chief Executive Officer, Diageo Canada|
“An increasing number of women on boards of directors is encouraging and is likely to lead to more executive officers, too. The number of female directors in Canada now exceeds 20 percent so I’m confident the number of women in the executive ranks will begin to increase at a faster pace as the pipeline continues to develop and companies continue to focus on the value of diversity.”
|–||Leslie O’Donoghue, Executive Vice-President, Corporate Development & Strategy, and Chief Risk Officer, Agrium|
“We’ve seen good progress with women in executive roles in corporate Canada and I’m proud of the work BMO has done to support female leaders across our bank. This is an important journey, and like most marathons, the last mile is often the hardest and the most rewarding. While there’s more work to do, I’m confident that with such strong talent across many industries, we’ll continue to see more women excel in executive roles.”
|–||Joanna Rotenberg, Head, Personal Wealth Management, BMO Financial Group|
“Corporate Canada lags globally when it comes to gender diversity in corporate leadership and this comes at a cost to the competitiveness of our economy. The decline in women in top executive roles in 2015 indicates that the vast majority of companies in Canada have not made a commitment to making progress on gender diversity in executive roles and on boards. In a country that is in significant need of greater innovation and productivity, it would seem obvious that capitalizing on 100% of the talent pool is critical to a more competitive economy. It is time we see corporate Canada commit to making meaningful strides towards increasing the representation of women in leadership.”
|–||Jennifer Reynolds, President & CEO, Women in Capital Markets; Member, 30% Club|
“We are literally awash in research that demonstrates the benefit of diverse boards and senior management teams. Increasing the number of women on a board of directors has been linked to improved financial performance, corporate social responsibility and an increased number of women in other high level positions. Yet in both the United States and Canada, we see little change. I am hopeful that research like the Rosenzweig report will continue to inspire and push companies to realize they need to do more and that diversity brings measurable benefits to shareholders.”
|–||Kristin Luck, Growth Strategist & Board Advisor; Founder, Women in Research|
“The business case that a more balanced gender (and general diversity) leadership yields better financial and other results has been made many times over. It is urgent that both the private and public sectors address this alarming and persistent imbalance with every tool available. The bottom line is that humans (especially those in powerful positions) stay entrenched and so do their advisors (like board/executive search firms who search only for those their clients want them to search for). A system like this breeds stasis or incremental change at best. A more open, innovative and, if necessary, compulsory system will allow for greater and faster executive and board diversification to take place thus yielding greater value for all stakeholders, including shareholders.”
|–||Andrea Bonime-Blanc, CEO & Founder, GEC Risk Advisory; Author, The Reputation Risk Handbook; Advisory Board, Rosenzweig & Company; Keynote Speaker; Board Director|
“It is fortunate that we have the 11th Annual Rosenzweig Report on Women in Leadership Roles in Corporate Canada. It sets the record straight that corporations need to be much more aggressive in promoting women to top positions. Not only is it in women’s best interest to do so, but it is in the best interest of companies that want to succeed.”
|–||Judith Humphrey, Founder & Chief Creative Officer, The Humphrey Group; Advisory Board, Rosenzweig & Company; Author, Taking the Stage: How Women Can Speak Up, Stand Out, and Succeed|
“Organizations must think more creatively and holistically about ways to engage, retain and advance women to the most senior ranks. According to a recent study Amex co-sponsored with Women of Influence, while 50% of women would define themselves as ambitious, only one-third see the C-suite as attainable and only onethird even aspire to it. There is huge opportunity to close this gap and organizations have a significant role to play here.”
|–||Naomi Titleman, Head of Human Resources, Amex Canada|