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Empowering Women in the Workforce

Reflections and Actions for International Women's Day

Authored by: Chelsea Grossi & The Edmonton Chapter Committee


International Women’s Day (IWD) highlights the immense contributions of women to workplaces and communities. This year’s theme, Embrace Equity, calls us to celebrate progress and commit to building equitable workplaces, a mission that could not be completed without HR professionals.


It would be wrong to jump forward on how we can embrace equity without first acknowledging the impacts on how the pandemic disproportionately impacted women and reshaped Canada’s workforce. Women faced higher employment losses, particularly in retail, hospitality, and healthcare, alongside increased caregiving responsibilities, leading to career disruptions and mental health challenges (Statistics Canada, 2022). While women’s labour force participation has rebounded to record highs (RBC Economics, 2023), barriers like wage gaps, underrepresentation in leadership, and the need for flexibility persist.


Additionally, we cannot ignore that women’s experiences are not universal. Women of colour, Indigenous women, and immigrant women often face compounded barriers. They are more likely to be in precarious jobs and earn less than non-racialized women and men (CCPA, 2023). HR strategies must address these inequities through anti-racism training, targeted mentorship programs, and inclusive policies/practices.


As HR Professionals there are ways we can look to support and drive equity across our organizations to empower women to have greater involvement in the workplace:

  1. Flexible Work Options: Flexible arrangements, like remote/hybrid models and job sharing, help balance career and caregiving roles. Organizations offering these options see higher retention and improved well-being (Deloitte, 2022).
  2. Pay Equity: Reviewing and auditing wages, and engaging in transparent compensation practices are essential. Addressing disparities for systematically excluded individuals and developing policies and procedures that account for potential bias.
  3. Leadership Development & Inclusive Cultures: Mentorship and sponsorship programs help women advance to leadership roles. Look to develop inclusive programs that consider the unique challenges faced by systematically excluded individuals and groups are especially impactful. Employee Resource Groups (ERG), can often be advantageous for groups to connect, develop a sense of belonging and support within the organization.
  4. Mental Health Support: Providing resources for physical and mental health assistance, creating reintegration programs for women returning after extended absences such as caregiving, and offering culturally competent mental health care ensures that staff feel supported.


Organizations can drive equity by embedding anti-racism training, fostering targeted mentorship programs, and implementing inclusive policies to address systemic biases and support diverse career advancement. These efforts align with strategic goals to create a culturally aware and equitable workplace. Collectively, they empower women and marginalized groups to thrive.


As we look to Embrace Equity and support women, it’s important to note that equity has many advantages for an organization and its employees. Diverse organizations outperform peers in profitability, innovation, and employee satisfaction. Companies in the top quartile for gender diversity are 25% more likely to achieve above-average profitability (McKinsey, 2022). Supporting women brings broader perspectives, better decision-making, and stronger financial performance, contributing to societal progress and economic resilience.


This International Women’s Day, let’s celebrate women’s achievements and reaffirm our commitment to creating workplaces where equity is the foundation for success.

Sources:

Canadian Centre for Policy Alternatives (CCPA). (2023). Inequality in Canada: The Wage Gap for Women of Colour.

Conference Board of Canada. (2023). Gender Wage Gap in Canada: Key Statistics.

Deloitte. (2022). Women @ Work: A Global Outlook.

McKinsey & Company. (2022). Diversity Wins: How Inclusion Matters.

RBC Economics. (2023). Canadian Labour Market Insights.

Statistics Canada. (2022). COVID-19 and the Labour Market: Impacts on Women.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Western Canada HR Students Compete at HRC West Case Competition 2025

By Marina Perkovic • March 24, 2025
On March 14 and 15, 2025, CPHR Alberta, along with our partners at CPHR BC & Yukon, brought together a record high of 20 teams of students from post-secondary business programs across Western Canada.

An Update from your Board of Directors – March 2025

March 21, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on March 15, 2025, and the Board’s key messages are as follows:  CPHR Alberta continues to advance the strategic priority to become a self-regulated association, supported by proposed amendments to Alberta's Professional Governance Act. This continues to be a priority for operations over the next year. We encourage you to join us at the 2025 Annual General Meeting (AGM) on Friday, May 9, 2025, to hear more about self-regulation. The Board approved the audited financial statements for the fiscal year ending December 31, 2024. Based on observations from the independent auditor, the association has effective reporting and control processes in place in addition to appropriate reserves for financial sustainability. Audit financial statements will be available in the 2024 Annual Report, distributed to members alongside our AGM Notice of Meeting in April. CPHR Alberta has launched an innovative new program for senior HR leaders working in executive-level roles, speaking to how the association is elevating the reputation of CPHR's and provided targeted professional development for HR professionals working at all levels in organizations. CPHRs can apply for the Executive Program by completing our application here. CPHR Alberta has aligned with CPHR Canada to approve mutual recognition with the Chartered Institute of Professional Management (CIPM) Nigeria and CIPM Sri Lanka. Learn more about the MRA here. The next Board meeting takes place in June 2025, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!

Fostering Neurodiversity in the Workplace

By Marina Perkovic • March 20, 2025
Why is Embracing Neurodiversity in the Workplace Essential? Innovation and creativity start when we bring together different perspectives. Diversity, however, is not just about race, gender, or background - it encompasses the diversity of our minds. As we celebrate Neurodiversity Week, it is an excellent time to reflect on how embracing neurodiversity in the workplace is not just a positive concept but a transformative approach. What is Neurodiversity? Neurodiversity acknowledges that neurological differences, such as autism, ADHD, dyslexia, dyspraxia, Tourette syndrome, and others, are natural variations in how our brains function. These variations bring unique strengths and abilities. How to Build a Neurodiverse-Friendly Workplace? Creating a welcoming workplace for neurodivergent employees isn't just about recruiting them—it's about making them feel appreciated, supported, and feel comfortable to be themselves. How can we create an inclusive workplace? 1. Cultivate Awareness and Understanding One of the biggest barriers that neurodivergent individuals have is misunderstanding. Ongoing education for employees and managers about neurodiversity is crucial to reduce bias and foster a culture of empathy and acceptance. Awareness goes a long way toward making someone understand and support them. 2. Provide Opportunities for Career Development Provide training and development programs, as well as providing mentorship and coaching to empower neurodiverse employees reach their full potential for promotion and advancement. 3. Offer Flexibility and Support Implement flexible work arrangements, including remote work and adjusted hours, to accommodate varying energy and concentration levels. Ensure clear and consistent communication. Provide options for how information is consumed and processed. The Benefits of Neurodiversity: Individuals with autism may have strengths in pattern recognition and detail orientation. Individuals with ADHD may thrive in dynamic environments and excel at creative problem-solving. When organizations value these diverse abilities, they unlock innovation, fresh perspectives, and a competitive advantage. Embracing neurodiversity is not only ethically sound but also strategically advantageous: Enhanced Innovation: Diverse cognitive styles lead to groundbreaking ideas. Improved Problem-Solving: Varied perspectives yield robust solutions. Increased Productivity: When employees feel supported and included, they perform optimally. HR Leaders, It's Time to Take the Lead HR professionals have a critical role in influencing workplace culture. By making neurodiversity a priority, HR departments can create spaces where all employees can thrive. During Neurodiversity Week, let's move beyond awareness and take action. Let's build workplaces where every individual is valued, where diversity is a strength, and where innovation is paramount. Let's create a more inclusive and equitable future.
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