The Project team has compiled sector resources to support the advancement of women in the sector including groups organizations; diversity and inclusion toolkits; and scholarships and bursaries.
We invited project Champions to share their personal perspective of their involvement with groups/organizations to advance women in engineering and technology. Champion perspectives are tagged on various sector resources below.
AWET REPORTS AND DELIVERABLES
DIVERSITY AND INCLUSION RESOURCES AND TOOLKITS
Women in Science, Technology, Engineering, and Mathematics (STEM)
Women in Science, Technology, Engineering, and Mathematics (STEM) is a research article posted by Catalyst.
Employers’ Resource Center (Europe)
A Toolkit for Gender Equality in Practice. 100 initiatives by social partners and in the workplace across Europe.
Workplace Gender Equality (Australia)
Gender strategy toolkit: A direction for achieving gender equality in your organization.
Tech and People Network
The purpose of the Diversity and Inclusion Tech Project is to increase the attraction, retention and advancement of women, Indigenous peoples, people with disabilities, people of colour, newcomers to Canada, and individuals who identify as LGBTQ/2S in addition to all under-represented groups in skilled occupations in B.C.’s technology sector.
Tech and People Network website
DE&I Resource HUB
The STEM Gap: Women and Girls in Science, Technology, Engineering and Math
Girls and women are systematically tracked away from science and math throughout their educations, limiting their training and options to go into these fields as adults.
Climbing the Technical Ladder
Climbing the Technical Ladder: Obstacles and Solutions for Mid-Level women in Technology.
Closing the Promotability Gap
CLOSING THE PROMOTABILITY GAP: How Organizations Can Accelerate Gender Balanced Leadership.
WWEST Industry Resources
A list of documents on how your organization can support gender diversity.
McKinsey Global Institute-The Power of Parity: Advancing women’s equality in Canada
Canada, a global leader on gender equality, has seen progress stall over the past 20 years. Further tapping into women’s potential could reenergize Canada’s economy and its businesses.
Anita Borg Institute Solutions Women Technologists Count
Over the past 15 years, as the Anita Borg Institute has worked to improve the representation and advancement of women in computing, we’ve learned how important it is to retain women in the technical career pipeline.
VIEW WOMEN TECHNOLOGISTS COUNT: Recommendations and Best Practises to Retain Women in Computing document
Anita Borg Institute Solutions
Solutions to recruit technical women. Focuses on researched and evidenced based solutions from academic research and companies that have shown success.
VIEW SOLUTIONS TO RECRUIT TECHNICAL WOMEN document
CIO Diversity and inclusion: 8 best practices for changing your culture
A strong diversity and inclusion strategy can help your organization attract top talent and drive innovative results. Here’s how to launch a D&I initiative that works.
Ceridian Six Ways to Support Diversity and Inclusion in the Workplace
For diversity practices to be successful, you also need to facilitate an inclusive work culture. In recognition of Celebrate Diversity Month at Ceridian, we asked our employee resource group leaders for some ways employers can take action right now.
VIEW Six ways to support diversity and inclusion in the workplace
Harvard Business Review Diversity Efforts That Really Work
In the wake of major social and political changes over the past decades, leading companies are taking steps to increase diversity, equity, and inclusion. Yet Progress Toward Gender Parity in most sectors remains tepid. Programs designed to increase diversity and inclusion in the workplace often fail. So that leads to a natural question: What’s actually working?
VIEW FIVE KEY INSIGHTS that can serve as tools for those looking to make their workplaces more diverse, more thriving places.
Ideal Workplace Diversity Through Recruitment
Workplace diversity has become a hot button issue and a top priority for recruitment departments.
A recent survey by the Society for Human Resource Management (SHRM) found that 57% of recruiters say their talent acquisition strategies are designed to attract diverse candidates. Achieving greater diversity in the workplace is not just a noble and compliance-related goal.
VIEW Workplace Diversity Through Recruitment: A Step-By-Step Guide.
Socialchorus 15 Ways to Improve Diversity and Inclusion in the Workplace
Diversity in the workplace statistics show that most companies need to desperately consider aspects of inclusivity to create a diverse workforce.
Nova Scotia Works Diversity Assessment Tool
Completing the Welcoming Workplaces Diversity Assessment tool is a good way to get started. Work your way through the tool until you can answer yes to all the questions.
SHRM How to Develop a Diversity, Equity and Inclusion Initiative
Employers use diversity, equity and inclusion (DE&I) initiatives for both compliance obligations and to increase the overall bottom line with a more diverse, equitable and inclusive workforce.
Paradigm for Parity
The Paradigm for Parity® coalition is comprised of business leaders, board members and academics committed to addressing the corporate leadership gender gap. The coalition is differentiated by three factors: (1) a commitment from the top, (2) a clear plan of action that drives impact, and (3) mutual accountability for measurable results. It is the first organization of its kind to outline a specific set of actions that, when implemented concurrently, will accelerate the pace of achieving gender parity. The Paradigm for Parity® 5-Point Action Plan will catalyze change and enable committed companies to more effectively increase the number of women of all races, cultures and backgrounds in leadership positions.
Trailhead Cultivate Equality at Work
Reflect on the value of diversity and inclusion at work and what you can do to promote equality.
Canadian Gender and Good Governance Alliance
We believe that enhancing the numbers and impact of women in senior executive positions will provide the pipeline for sustained gender balance on boards. The Alliance is committed to partnering with businesses, investors, governments and regulators in addressing this essential aspect of the ecosystem.
Catalyst Toolkit for Startups Recruiting Diverse Talent
When you’re growing rapidly, it can be incredibly easy to default to what’s “easy.” When startups do this, they tend to build a team of people who are fairly homogeneous and usually looks like the founders. If you build a diverse team with inclusive values and process from the beginning, it will be easier to continue growing a diverse team over time. By contrast, it’s really difficult to reverse course when you’re larger.
Dell Diversity and Inclusion Report
Building a workforce that’s representative of the diverse and global customers we serve is not only morally correct, it’s a business imperative. Homogenous companies can easily fall prey to groupthink and talent shortages. Both are bad for business. Inclusive companies innovate at the highest levels and have incredibly positive employee engagement and retention. Both drive positive business outcomes.
Canadian Centre for Diversity and Inclusion
The research that feeds our reports and toolkits zeros in on the topics of diversity and inclusion, and employment equity, identified as the most pressing issues in Canadian workplaces, according to our key contacts at our Employer Partners. We partner with leading academic institutions on our research publications where there are overlapping areas of study.
STEM SCHOLARSHIPS AND BURSARIES
ASTTBC Foundation provides thousands of dollars annually to support students in ASTTBC recognized programs. Here are the programs eligible for ASTTBC Foundation bursaries and awards. Students should apply through the Awards Office of their college or institute or check with their instructors. To be eligible to receive an ASTTBC Foundation bursary or award, applicants must be a full-time student and a registrant of ASTTBC. ASTTBC Student Membership is FREE for students registered in a full-time technology program recognized by ASTTBC.
CANADIAN ENGINEERING MEMORIAL FOUNDATION (CEMF) UNDERGRADUATE AMBASSADOR AWARDS
4 awards available to female students currently enrolled full-time in an accredited Engineering Program within Canada and cannot be in their final year of study.
CANADIAN MANUFACTURERS & EXPORTERS (CME)
To help attract women to careers in manufacturing CME in partnership with Fiera Foods established a scholarship awards program for women in manufacturing. This scholarship was created to support the education of women who are planning to pursue a career in manufacturing.
CANADIAN WOMEN IN STEM SCHOLARSHIP
FIRST Robotics Canada recognizes the tremendous benefits of diversity, and since its inception in 2001 has encouraged equality and inclusion in all its programs. FIRST Canada and the Murai family are proud to announce the “Canadian Women in STEM Award” scholarship of $10,000 to encourage and support high school girls who wish to pursue post-secondary education and a career in a STEM field. The ideal candidate would be someone who has demonstrated strong leadership, is fanatical about science and technology and wants to motivate positive change in the community.
CFUW MEMORIAL FELLOWSHIP
Honours those for whom the CFUW Charitable Trust receives memorial donations. At the time of application, the candidate must be enrolled in Masters studies in science, mathematics or engineering. This fellowship is tenable in Canada or abroad.
DE BEERS GROUP
De Beers Group offers scholarships for women entering Year One of a STEM or STEM-related baccalaureate program at a recognized Canadian post-secondary institution. Scholarships are renewable.
GERTRUDE M. COX SCHOLARSHIP
The Cox Scholarship, sponsored by the ASA Committee on Women in Statistics and Caucus for Women in Statistics, was established in 1989 to encourage more women to enter statistically oriented professions.
Two scholarship recipients are selected each year: one to a woman in or entering the early stages of graduate training (MS or PhD) and one to a woman in a more advanced stage of training. Scholarship recipients receive a certificate and $1,000.
JOHN EVANS ENGINEERING ENTRANCE AWARD
John Evans, P.Eng was a Director and Vice-President of the Foundation, a committed supporter of women in engineering and a CEMF scholarship judge. His legacy included a donation for an award to be made to a young Canadian woman entering an accredited engineering program in Canada from high school and it is not based on academic achievement. This $5,000 award also includes a potential summer engineering work placement opportunity with Fortis Inc. at one of their Canadian utilities, after your second or third year of study.
LYNN G. BELLENGER ENGINEERING TECHNOLOGY SCHOLARSHIP
One-year $5,000 scholarship available to a female undergraduate engineering technology student enrolled full-time in a post-secondary educational institution and pursuing a bachelor or an associate degree in a course of study which has traditionally been a preparatory curriculum for the HVAC&R profession.