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In 2018, the Canadian Human Rights Commission’s horizontal audit exposed a challenging reality about Indigenous employment in Canada’s banking and financial sector. While 62.9% of employers reported incorporating employment equity goals in their succession planning, only 25.7% identified Indigenous men for key positions, and only 14.3% did the same for Indigenous women. These figures underscore the systemic barriers faced by talent from Indigenous communities, particularly women. However, recognizing the problem is the first step toward creating meaningful change.

A long overdue transformation is seemingly underway in Canada’s finance industry. It's a change defined not by numbers on a balance sheet, but by the increasing prominence and continued resilience of Black women and gender-diverse professionals in the finance sector.

In a recent Globe and Mail article, the concept of a glass cliff was shared relating to the departure of a woman CEO from one of the finance industry’s top banks. Glass cliff represents women being positioned in leadership roles when organizations are in turmoil (i.e., crisis appointments and subsequently happily letting these women take the fall during difficult times.

Over the weekend, a US-based columnist for the Globe and Mail shared his thoughts around remote work - calling upon employers to demand back-to-work mandates. Titled “Dear entitled white-collar workers; Time to grow up and return to the office”, the opinion piece fails to consider the various factors at play which could have been clarified with research and education. WCM is committed to addressing the many unfounded myths that prevail on this subject.

Pride Month is a time to celebrate the 2SLGBTQIA+ community, honour its history, remember its protests, and promote inclusivity and acceptance. In the Canadian financial sector, this month holds particular significance as organizations strive to be impactful allies, promote inclusivity, and advance equity. In this blog post, we will explore the importance of allyship, address the concept of performative allyship, and discuss actionable items for meaningful support.

On Aug. 31, Canada’s new Pay Equity Act will come into effect. Here's what that means.

Affordable, accessible and high-quality child care is necessary and long-overdue infrastructure to achieve gender equality and equity.

This esteemed award is designed to improve representation of women at the executive level by accelerating careers through visibility, recognition and coaching.