Elevating Women in the Finance Sector Through Insights and Analysis

Il n’a jamais été plus urgent qu’aujourd’hui d’attirer, de retenir et de faire progresser les talents des femmes.  Puisant dans une étude approfondie sur les femmes dans diverses fonctions du monde de la finance, Propulser le Progrès, pour les Femmes dans le Secteur Financier – Feuille de Pointage 2026 de route examine trois domaines à haut niveau d’impact : la culture, la rétention et l’avancement, soulignant à la fois les progrès prometteurs et les obstacles qui persistent pour les femmes dans ce secteur d’activité.

Attracting, retaining, and advancing women in finance has never been more urgent. Powering Progress for Women in the Finance Sector – Scorecard 2026, draws on an in-depth study of women across diverse roles which highlights both promising progress and persistent challenges for women in the sector.

This toolkit offers practical evidence-based strategies for building inclusive workplaces through allyship. The actions and strategies outlined in each section are based on best practices and are bolstered by the findings of a two-year longitudinal study that documents behavioural changes among 77 male middle and senior-level managers in the Canadian finance industry.

Financial institutions that effectively address the gender gap in wealth management and investment advising stand to significantly benefit from the impending wealth transfer.  

Les institutions financières qui s’attaquent efficacement à l’écart entre les sexes dans la gestion de patrimoine et le conseil en investissement bénéficieront considérablement du transfert de richesse imminent.

Women’s wealth is growing rapidly in Canada, and with it comes the need for advisors who understand their priorities.  And yet, only 15-20% of financial advisors are women. So why aren’t more women stepping into these roles?

A recent study by VersaFi explores the persistent gender equity challenges within the Canadian investment banking sector. The survey results demonstrate that systemic barriers remain, hindering women’s recruitment, retention, and advancement in the sector.