Inclusion

While some incremental progress has been made, there is no compelling evidence that voluntary “comply or explain” disclosure requirements have accelerated the entry of women into the boardrooms of companies listed on the Toronto Stock Exchange.

Op-ed  |  4-min read
April 14, 2021

Canadian governments, corporate stakeholders, and advocacy organizations sought to use disclosure to accelerate women’s representation. Disclosure is a regulatory approach that requires companies to: (1) disclose the number of women on their boards and (2) disclose the efforts they have made (or not) to increase that representation.

Impact paper  |  30-min read
April 14, 2021

The political moment unfolding now is an opportunity to take transformative action against systemic racism and discrimination. How do we ensure that this moment becomes more than, well, a moment?

Commentary  |  4-min read
September 24, 2020

Progress on women’s representation in leadership roles has been slow. Part of the challenge is that we don’t have strong evidence on what strategies work best. When it comes to corporate boards, we don’t know the extent to which existing legislation for corporate boards has contributed to changes in women’s representation.

Impact paper  |  16-min read
September 23, 2020

Legislative action is increasingly being used around the world to bring more women into the boardroom. Looking at the actions of peer countries helps us better understand international progress on women’s representation. These trends and insights can inform the decisions Canadian leaders need to make.

Online experience  |  8-min read
September 23, 2020

In honour of International Women’s Day, our CEO, Dr. Susan Black, joined an all-star lineup on Before the Bell. She spoke about barriers women face in the workforce, and on the misrepresentation of women on corporate boards. Read our report All on Board: Turning Evidence into Action for Women’s Leadership.

Watch interview  |  6-min listen
Read the report  |  8-min read
March 31, 2020

The challenge: more women hold senior leadership positions in Canada now than ever before—but progress has been slow. Equitable, inclusive, and diverse leadership is not only good for business, it’s also the right thing to do. But the lack of women and members of other equity groups in senior leadership positions suggests we are failing to foster diverse and inclusive environments in Canadian workplaces.

Online experience  |  8-min read
February 11, 2020

Dedicated advocates for workplace D&I gathered for a roundtable with Dr. Susan Black, President and CEO of The Conference Board of Canada, at the 2019 Inclusive Workplaces Conference. Participants represented organizations at varying stages of D&I implementation and identified certain challenges to advancing D&I efforts.

Report-back  |  4-min read
January 15, 2020

Canadian attitudes on diversity and inclusion are changing. Many Canadian organizations have woken up to the reality that a diverse workforce—provided it has an inclusive workplace—is a genuine asset to any organization. This report provides a snapshot of diversity-related investments, policies, practices, and programs across Canadian organizations.

Report  |  50-min read
November 21, 2018

Improving physical accessibility would dramatically improve labour force participation and consumer spending for the one in 10 Canadians with physical disabilities that impair their mobility, vision, or hearing, boosting the wider economy.

Report  |  50-min read
February 23, 2018

Businesses owned by women and minorities are vital to Canada’s economic prosperity. However, many of these businesses have had difficulty gaining access to the supply chains of leading Canadian businesses and government organizations. Reinforcing this challenge is the fact that the benefits of diverse supply chains are not widely known in Canada.

Briefing  |  15-min read
September 21, 2017

Despite recent success, current practices are insufficient. Leaders must be innovators.

Briefing  |  15-min read
April 5, 2017