Women in Science, Technology, Engineering, and Mathematics (STEM) is a research article posted by Catalyst.

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A Toolkit for Gender Equality in Practice. 100 initiatives by social partners and in the workplace across Europe.

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Gender strategy toolkit: A direction for achieving gender equality in your organization.

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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
Benchmarking Resources

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.

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Climbing the Technical Ladder: Obstacles and Solutions for Mid-Level women in Technology.

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CLOSING THE PROMOTABILITY GAP: How Organizations Can Accelerate Gender Balanced Leadership.

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A list of documents on how your organization can support gender diversity.

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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.

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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

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

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.

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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

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.

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.

Diversity in the workplace statistics show that most companies need to desperately consider aspects of inclusivity to create a diverse workforce.

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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.

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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.

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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.

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Reflect on the value of diversity and inclusion at work and what you can do to promote equality.

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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.

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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.

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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.

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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.

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