intersectionality and the diversity of women.

intersectionality and the diversity of women

Despite the intense focus on gender equality in the workplace over the last several years, Canadian women appear to be more, not less, pessimistic about this becoming a reality. 

We’ve surveyed more than 1,000 Canadian working women to understand better how they perceive diversity in the workplace. Unfortunately, our results show that there’s still work to be done. 

According to our survey conducted with IPSOS, only one-in-five women believe there has been a lot of progress towards creating gender equality in the workplace. 

These women also acknowledge that there is now more awareness about the need for gender equality at work as well as the fact that, “jobs that were once done by men are now open to women.”

Even more alarming, one-third of the women we surveyed state that they have seen little to no progress towards building diversity in the workplace. 

Some of these women believe that 'it’s just words and no action,' noting that 'women still get paid less than men for the same job.' 

Recent studies and government data appear to support these women’s claims. First, research shows that, on average, women are paid $0.76 for every dollar earned by their male counterparts. Secondly, studies show that:

• women make up only 23% of all STEM-related jobs 
• only 29% of political leaders in Canada are women
• less than 30% of Canadian entrepreneurs are women
• women hold only 29% of corporate board positions

Combining this latest data with the results from our recent poll certainly shows that we have a long way to go to building gender equality in the workplace. For real change to take place, however, we must first recognize the obstacles slowing the progress of gender diversity.

are equal opportunities a myth?

While many employers claim to be working towards building an equal playing field for men and women, our survey results show that the idea of equal opportunities may appear to be more of a myth than a reality. 

While employers seem to be more aware of the need for gender equality and are taking a vocal stance in support of building a more diverse and equitable workforce, their actions to date have done little to change the landscape of the workplace. 

According to our survey, 68% of women believe this slow progress is spurred, at least in part, by the belief that they were told that all workers, despite genders, have access to the same opportunities, but that’s just not true. 

Certainly, on paper, it may seem that employers are taking great strides to provide equal access to opportunities within the workplace. However, it would be remiss not to acknowledge the fact that women often face additional challenges in their personal life that hinder their ability to take advantage of these opportunities. 

difficulties maintaining a healthy work-life balance

More than half of the women we surveyed believe that the idea that women 'can have it all' in their work and family life is more of an aspiration than a reality. This percentage is even higher for working mothers (60%) than for non-mothers (49%). The truth is that many women have as many stressors at home as they do at work. 

For example, women are frequently the parent primarily responsible for caring for the children. In fact, studies show that during the pandemic, 64% of women admitted that they were responsible for most of the homeschooling duties, compared to just 19% of their male counterparts. 

This factor often forces women to take additional time off or work from home to assist with homeschooling and care for their children. In turn, this excessive time off can reflect negatively on performance reviews and prevent women from advancing their careers. 

covid-related job losses

Additionally, women’s employment levels were hit hard during the pandemic, with 62.5% of all employment losses in March 2020 involving women. Even now, statistics show that nearly half a million Canadian women who lost their jobs during the pandemic have yet to return to the workforce. 

While there are many reasons for women not returning to the workforce, family responsibilities are certainly a contributing factor for some. 

These women are likely to face insurmountable challenges when they prepare to re-enter the workforce. Not to mention the fact that this time off could stunt their career growth for years to come. 

lack of diversity

While women represent nearly half of the overall Canadian workforce, they’re still significantly underrepresented in senior-level positions and in some industries, such as STEM-related jobs. This inequality can be challenging for some women, especially those working in predominantly male roles. 

For some, this can even be intimidating. In fact, according to our study, nearly 2 in 10 employed women don’t feel comfortable speaking their opinion to the team. This hesitation to speak up can impede these women’s ability to advance within the company.

Employers striving to build a diverse workforce should take steps to help women overcome these challenges. Benefits, such as flexible scheduling, additional paid time off and enhanced family leave policies, could help women successfully balance their work and family life as well as improve retention rates among women. 

Additionally, as you build gender equality throughout the workplace, more women will feel comfortable stepping into predominantly male roles. 

inequality doesn’t impact all women the same

Intersectionality is another important factor to consider regarding equality in the workplace. By definition, intersectionality recognizes that everyone has their own personal experiences and perceptions when it comes to oppression and inequality. 

Therefore, it’s not possible to speak in generalities without also appreciating the unique views of individual women. 

The reality is that women hold as many roles in their personal lives as they do in the workplace. Each of these roles, in turn, is subject to various levels of discrimination and biases, whether conscious or unconscious. It only makes sense that women’s views on gender equality in the workplace align with their personal work-life experiences. 

One thing is certain; intersectionality clearly identifies that women of colour, mothers and young women often face the greatest challenges regarding gender equality in the workforce.

For example:

• Women of colour (72%) and women under 35 (65% age 18-24, 68% age 25-34) are more likely to believe that while women are told that they have the same opportunities as men, they really don’t. Compare this to women not of colour (60%) and women aged 35 and over (62% age 35-44, 55% age 45-50).
• Young women under 25 (60%) are less likely to feel comfortable voicing their opinions to the team than older women (67% age 25-34, 68% age 35-44, 73% age 45-50).
• Mothers (65%) are more likely to believe that the idea of having a healthy work-life balance is more of an aspiration than a reality than women without children (49%).
• Nearly 50% of women of colour feel that they have to work harder than men to receive any recognition, compared to just 35% of women not of colour. Mothers (41%) are also more likely to feel this way than non-mothers (36%).

For gender equality in the workplace to become a reality, employers cannot solely rely on generalities. Instead, they must understand how each woman’s unique challenges, experiences and identities contribute to their perceptions regarding gender diversity in the workplace.