Gender and the Economy

Author: Sarah Kaplan

  • Canada’s She-Cession Must Matter to Everyone

    Canada’s She-Cession Must Matter to Everyone

  • A Year in Review: A look back at 2020

    A Year in Review: A look back at 2020

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    At the Institute for Gender and the Economy (GATE), we are changing the conversation on gender equality by:

    • Activating myth-busting insights from academic research
    • Advancing game-changing guidance
    • Inspiring students and leaders to make disruptive change

    2020 has been a year of hardships and hope. At GATE, we faced the crisis by doubling down on creating game-changing impact. As the pandemic hit, we immediately pivoted to advocate for an equitable recovery. Our primer on the gendered impacts of COVID-19 brought to our country’s attention the ways that the health and economic crisis exploited existing gender and racial vulnerabilities. Through GATE’s partnership with YWCA Canada, Canada became the first country in the world to have a Feminist Economic Recovery Plan. And, we launched a new on-line 5-course specialization on Gender Analytics: Gender Equity Through Inclusive Design so that people around the globe who are stuck at home can access GATE’s insights for impact. GATE is committed more than ever to provide innovative ways to change the conversation on gender equality!

    We invite you to explore our past year through this interactive report.

    Annual Report 2020 cover

    [/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”25″ bottom_margin=”25″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_button link=”” text_transform=”uppercase” title=”” target=”_self” link_attributes=”” alignment=”center” modal=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#62bd19″ button_gradient_bottom_color_hover=”” accent_color=”” accent_hover_color=”” type=”” bevel_color=”” border_color=”” border_hover_color=”” size=”” stretch=”default” icon=”” icon_position=”left” icon_divider=”no” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=””]See more annual reports[/fusion_button][fusion_section_separator divider_type=”triangle” divider_position=”center” divider_candy=”bottom” icon=”” icon_color=”” bordersize=”” bordercolor=”#62bd19″ backgroundcolor=”#62bd19″ hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” /][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” sep_color=”” top_margin=”25″ bottom_margin=”25″ border_size=”” icon=”” icon_circle=”” icon_circle_color=”” width=”” alignment=”center” /][fusion_recent_posts layout=”default” picture_size=”fixed” hover_type=”none” columns=”3″ number_posts=”-1″ post_status=”” offset=”0″ pull_by=”category” cat_slug=”annual-reports” exclude_cats=”” tag_slug=”” exclude_tags=”” thumbnail=”yes” title=”yes” meta=”yes” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” content_alignment=”” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”medium-visibility,large-visibility” class=”” id=”” animation_type=”” animation_direction=”left” animation_speed=”0.3″ animation_offset=”” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

  • Changemakers: Canada faces serious challenges, but these leaders show that solutions are possible

    Changemakers: Canada faces serious challenges, but these leaders show that solutions are possible

  • Canadian boards aren’t prepared for ESG era: UofT report:

    Canadian boards aren’t prepared for ESG era: UofT report:

  • ‘Pipeline problem’ myth at play in corporate Canada’s diversity shortage, experts say

    ‘Pipeline problem’ myth at play in corporate Canada’s diversity shortage, experts say

  • David G. Smith & W. Brad Johnson on “Good Guys: How Men Can Be Better Allies”

    David G. Smith & W. Brad Johnson on “Good Guys: How Men Can Be Better Allies”

    [fusion_builder_container hundred_percent=”no” equal_height_columns=”no” menu_anchor=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” class=”” id=”” background_color=”” background_image=”” background_position=”center center” background_repeat=”no-repeat” fade=”no” background_parallax=”none” parallax_speed=”0.3″ video_mp4=”” video_webm=”” video_ogv=”” video_url=”” video_aspect_ratio=”16:9″ video_loop=”yes” video_mute=”yes” overlay_color=”” video_preview_image=”” border_color=”” border_style=”solid” padding_top=”” padding_bottom=”” padding_left=”” padding_right=”” type=”legacy”][fusion_builder_row][fusion_builder_column type=”1_1″ layout=”1_1″ background_position=”left top” background_color=”” border_color=”” border_style=”solid” border_position=”all” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding_top=”” padding_right=”” padding_bottom=”” padding_left=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” center_content=”no” last=”true” min_height=”” hover_type=”none” link=”” first=”true” border_sizes_top=”” border_sizes_bottom=”” border_sizes_left=”” border_sizes_right=””][fusion_text columns=”” column_min_width=”” column_spacing=”” rule_style=”” rule_size=”” rule_color=”” hue=”” saturation=”” lightness=”” alpha=”” content_alignment_medium=”” content_alignment_small=”” content_alignment=”” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”” id=”” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” fusion_font_family_text_font=”” fusion_font_variant_text_font=”” font_size=”” line_height=”” letter_spacing=”” text_transform=”” text_color=”” animation_type=”” animation_direction=”left” animation_color=”” animation_speed=”0.3″ animation_delay=”0″ animation_offset=”” logics=””]David G. Smith and W. Brad Johnson are on a mission to help men become more effective allies to women in the workplace. Together with GATE Faculty Teaching Fellow, Nouman Ashraf, they discussed their book “Good Guys: How Men Can Be Better Allies for Women in the Workplace” and their research-based findings on the crucial role men play in promoting gender equality.

    Smith and Johnson began the conversation by highlighting that companies experience an increase in output and profit when more women are present in senior leadership. Yet, despite men’s awareness of these positive stats, women continue to be excluded across the employment process. “Most men are firm believers of gender equity, yet there is a gap in how they approach it. There is quite a disconnect.”

    How can men be better allies?

    • Allyship starts at home — women often face an unequal division of household chores and childcare. They are at a disadvantage and are not able to take advantage of opportunities at work if they don’t have support at home.
    • Showing up in the workplace — women say it’s important for men to listen with an intent to understand and learn, not the intent to fix. Develop an awareness of how women experience workplaces and aim to disrupt the status quo.
    • Showing up as a public advocate and systemic disruptor — intervene to say what’s not okay when something sexist happens at work and be specific.
    • Sponsor — tell other people about women you are mentoring when they are not there and advocate for them regularly.

    Understanding privilege:

    Men can’t become true allies until they understand the opportunities and social privilege their gender has granted them. While the privilege discussion can be hard for men, they must understand that privilege exists. One should not feel ashamed about having privilege but instead use it to deconstruct barriers. Using their experience in the military, Smith and Johnson urge men to increase their “situational awareness” to better understand their environment. “Go into your next meeting and when you sit down and it gets quiet, who does everyone look at to start. If there is a guy in the meeting, it is often him.”

    Watch Smith and Johnson discuss how men can be better allies for women returning from family leave.

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    Or register below for these upcoming events

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  • Susan Fowler on “Whistleblower: My Unlikely Journey to Silicon Valley and Speaking Out Against Injustice”

    Susan Fowler on “Whistleblower: My Unlikely Journey to Silicon Valley and Speaking Out Against Injustice”

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    Susan Fowler was just twenty-five years old when her blog post titled “Reflecting on One Very, Very Strange Year at Uber,” describing the sexual harassment and retaliation she experienced at Uber riveted the nation. Her post would eventually lead to the ousting of Uber’s powerful CEO, and its ripples extended far beyond that. Her courageous choice to attach her name to the post inspired other women to speak publicly about their experiences. In the year that followed, an unprecedented number of women came forward and Fowler was recognized by Time Magazine as one of the “Silence Breakers” who ignited the #MeToo movement.

    In conversation with Phanikiran Radhakrishnan, Associate Professor, Teaching Stream, University of Toronto Scarborough, Department of Management, Fowler, writer and former Technology Op-Ed Editor, New York Times and author discussed her book, “Whistleblower: My Unlikely Journey to Silicon Valley and Speaking Out Against Injustice”. Fowler detailed the retaliation she faced from sexual harassment reporting and drew from her personal experience to offer advice for evaluating prospective workplaces. Although there is now a light on harassment issues, incidents within organizations are often not made public because of restrictive NDAs. While you may not know everything about a company, Fowler stressed that it is important to know your rights as well as who to escalate things to. “One of the most powerful things you can do to protect yourself is find ways to educate yourself about what your legal rights are.”

    Although there is now a light on harassment issues, incidents within organizations are often not made public because of restrictive NDAs.

    How does pay inequity link to harassment?

    It is a red flag – if there is pay inequity, there are probably underlying problems that will raise the likelihood of other forms of discrimination, such as harassment.

    What if the sexual harasser is considered a “high performer”?

    Upon reporting her manager for harassment, Fowler was told he would not be removed because he was considered a high performer. A sexual harasser is never a high performer, according to Fowler. “Not only are they harming other employees, they are a huge liability to the company. That is not being a high performer.”

    How can people support those experiencing harassment?

    • It’s never a bad idea to stand up for someone at work. Susan became isolated at Uber and was told to sit alone. Colleagues came to sit with her to show their support, offering a much needed morale boost.
    • Isolated incidents of harassment happen everywhere, but the key is that it should not become systemic, and it shouldn’t be covered up.
    Watch Fowler discuss the red flags you should be looking out for when researching an organization.

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    Or register below for these upcoming events

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  • Rotman School PhD Candidate Receives Research Award from the Society for Personality and Social Psychology.

    Rotman School PhD Candidate Receives Research Award from the Society for Personality and Social Psychology.

  • Protected: Gender Analytics social media kit

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  • From the ’50s until now, women still bear the brunt of unpaid household labour

    From the ’50s until now, women still bear the brunt of unpaid household labour