A white background with a few lines on it

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.

Standing Up to Bullying

By Marina Perkovic • February 18, 2025
Every workplace should be a place where employees feel safe, respected, and valued.

Addressing Gender-Based Violence in Workplaces: Lessons from the Moose Hide Campaign

By Marina Perkovic • February 11, 2025
Gender-based violence remains a serious and ongoing crisis in Canada, affecting families, workplaces, and communities.
A close up of a file folder labeled employee benefits.

How to Choose the Best Benefits to Offer Your Team

By Marina Perkovic • January 30, 2025
Choosing the right benefits for your team is a critical decision that can have a lasting impact on your business. A well-considered benefits program can signal to your team that you value them and are invested in their well-being. Let’s look at how to evaluate your team’s needs, the criteria for selecting the best benefits, and tips for maintaining an effective benefits program for the long haul. Understanding Your Team’s Needs and Preferences Before you start creating or updating a benefits package, the most effective step is to simply ask your employees what they want. Each employee will have unique needs, and a one-size-fits-all approach may not be the most effective. Consider these benefits: Paid Time Off (PTO): This includes vacation days, personal leave, and holidays. Employees value flexibility, and a generous PTO policy can enhance job satisfaction. Volunteer Days: Allowing employees to give back to the community during work hours can boost morale and show commitment to social responsibility. Health Insurance: A solid health insurance plan is often the cornerstone of any benefits package, covering medical, dental, and vision care. Retirement Plans: A company-sponsored retirement plan, especially with a matching contribution, is a strong incentive for long-term financial security. Life Insurance: Provides peace of mind to employees by offering financial support to their dependents in the event of their passing. Short- & Long-Term Disability: These benefits offer income protection in case of illness or injury, ensuring employees are supported even when they can’t work. Educational Reimbursement: Supporting ongoing learning can encourage professional development and foster a culture of growth within your company. Profit Sharing: When employees share in the company’s success, it can increase loyalty and motivate them to contribute to the company’s profitability. Longer-Term Opportunities for Temp Workers: Providing top-notch temporary employees with the chance to secure longer contracts or full-time roles. This approach can encourage them to stick around and help minimize turnover . A practical approach is to create a list of potential benefits and then survey your team to rank them as high, medium, or low priority. This method gives you a clear picture of which benefits are most valued, helping you serve your employees more effectively. Aligning Benefits With Your Company Culture and Values Benefits are more than just a perk — they’re a direct reflection of your company’s culture and values. Tangible benefits that align with your values can show your employees that your actions match your words. This can also act as a strong tool for employee retention. Over a third of Canadian employers said that the competitiveness of their health benefits plan is always a concern for them. This means employers understand that providing a comprehensive health benefits plan for employees helps position them as an employer of choice for new and existing team members.
MORE NEWS
Share by: