Building a better future means making sure that every citizen can lead, contribute, and prosper. And that includes all women. It’s giving women more choices in the workforce, closing the gender wage gap, and reaffirming our collective commitment to women’s leadership – from public offices to corporate boardrooms to university and college campuses. As women’s rights come under attack, we need to do even more to empower and celebrate the voices of women, and especially diverse women. Because when women and girls succeed, we all do.

The Rosenzweig report shows us in stark terms how much has been achieved on the path to lasting gender equality and at the same time how much work is still to be done. We know that if women aren’t safe they can’t progress.

This year, Canada’s historic Action Plan to End Gender-based violence was supported by provinces and territories. This means financial support to grassroots organizations that help women fleeing violence not only leave but build back their lives.

We have continued to invest in women entrepreneurs because we know small business is the backbone of our economy.

We passed groundbreaking childcare legislation so women don’t have to choose between family and a career.

We introduced a National Pharmacare plan that will make contraception free for all women.

These are more than just programs; they are systemic changes that will benefit women and girls for generations. Thanks to Jay and his team for their fervent advocacy and support to build a better and more inclusive Canada.

Winning companies are fueled by strong and healthy diversity of thought, which is heavily dependent on the diversity of people they hire. At J.P. Morgan, much of our success starts with the sourcing of diverse talent from a wide range of universities around the world to our RE-ENTRY programs for career changes made later in life. Future leaders are created when the talent pool is populated with the right mix of candidates. Measuring and monitoring the success of companies and the correlation with their diversity statistics is an important driver of awareness, which we thank Jay Rosenzweig for championing.

I was raised in a home of strong women, and I proudly stand tall in my 4-inch heels. But regardless of the shoes we wear, all leaders need an equal playing field. My hope is that one day, “women leaders” will simply be referred to as “leaders.” At X, our mission is to empower everyone to voice their opinions and express their viewpoints freely and safely. Freedom of speech is a fundamental human right, and when voices are silenced or people are excluded, we lose the opportunity to learn from diverse perspectives and improve as a society.

Empowering more women as leaders across sectors profoundly propels organizations, people and society forward. While there has been some progress in the number of women in top leadership roles, there is still a significant amount of work to be done. We must challenge the status quo. All of us, regardless of gender, have a personal responsibility to actively support the ascension of women into positions of power and influence.

The Female Quotient is in the Business of Equality, strategically partnering with the most influential businesses and conscious leaders in the world to close the gender gap. We have cultivated the largest global community of women in business across every industry in over 100 countries. We are proud to once again partner with Jay Rosenzweig on the publication of his 19th Annual Report on women in leadership in corporate Canada. Jay is a great example of what I like to call a conscious leader, someone who is a true ally in advancing equity in the workplace and beyond. This report reminds us that while progress has been made, there is still work to do. According to the World Economic Forum, it will take 131 years to close the gender gap. Yet, we invented the internet in 10 years, a COVID vaccine in one and ChatGPT in less than 2 weeks. Our community of over 3 million women knows that equality is possible if you want it! Countless studies have shown that diversity and equality are both essential to a company’s success. By working together, we can change the equation and close the gap to create a more equitable workplace.

I have been advocating for women around the globe for decades, but never have I felt the need to speak out more keenly than with the horrific sexual violence visited on innocent women and girls as an instrument of war, be it in Ukraine, Sudan, or any other conflict zone, most recently by Hamas in Israel and against those in captivity in Gaza. We cannot let this barbaric practice of weaponizing rape become normalized. It is incumbent on each and every one of us to speak up, condemn the perpetrators, and do all we can to bring them to justice. In that regard, I want to commend Jay Rosenzweig for his unequivocal support. While others have been reluctant to address recent events, Jay has demonstrated real leadership in his writings, advocacy, and appearances. Much as he has played a key role in identifying the need to pay special attention to the advancement of women in the workplace, Jay is also at the forefront of those calling for an immediate end to sexual violence as a tactic of war.

What happened to women in Israel on Oct. 7 — and the world’s reluctance to talk about it — must be brought to the forefront. Along with some other Muslim women, I have condemned the Oct. 7 Hamas attacks, including the brutal and systematic rape and sexual violence against dozens of women and girls. We, who have spoken out for those souls who can no longer speak, have all faced criticism and threats for doing so, even as we now all live in democratic societies in North America. Our faith demands that we speak out and ensure that there is no justification for these atrocious acts. We must pierce through the silence on this subject. If we do not, the global women’s rights movement will continue to be compromised, at risk of losing its legitimacy to politics, bias and antisemitism. Thank you to Jay Rosenzweig for his work in bringing leaders together from all walks of life and backgrounds in a common cause for the protection of women’s rights globally.

Our main focus should be funding and investing in women, especially women of color, and their business ventures. There is no better investment we can make than in our women entrepreneurs. Looking forward to working with Jay and the incredible community he has built to continue to create an even bigger impact together for the future.

At a time when human rights abuses, particularly those affecting women and girls in areas of armed conflict, are rising steeply, it is important to shine a light on the perpetrators of these crimes and demand justice and accountability. The Rosenzweig Report, now in its 19th year, began as a survey charting the progress women are making in reaching the top echelons in the corporate sector. Over the years it has adopted a wider perspective, advocating for those women and children whose voices often go unheard. This broadening of purpose mirrors Jay’s active participation in the social issues of our times as an investor, spokesperson, and mentor. Whether it has been leading a panel at Davos, publishing an article in Time magazine, or standing against authoritarianism in Russia, his voice has been unwavering.

As someone who is passionately involved in the movement for social and environmental justice, I cannot overstate the importance of allies like Jay Rosenzweig in our struggle to make the world safe for those who are vulnerable. As Board Chair of the Raoul Wallenberg Centre for Human Rights and as author of the Rosenzweig Report, Jay has worked tirelessly to cast a spotlight on inequalities and acted as a catalyst for change.

Partners in Kind is committed to ensuring that representation in Hollywood, behind the scenes and on screens, increases and achieves true equity in every sense. Women’s voices, women’s stories, and women’s perspectives should be championed and elevated. It’s shameful that, overall, women account for only 22% of all directors, writers, producers, executive producers, editors, and cinematographers working on the 250 top-grossing films. This represents a decline of 2 percentage points from 24% in 2022. Taking the long view, it represents an increase of just 5 percentage points since 1998.

While the #MeToo movement helped increase awareness of gender inequality in Hollywood, the number of women working in the sector is rising very slowly - and this is discouraging.

To that end and with great hope that we can contribute to change, Partners in Kind is honored to have Jay Rosenzweig on our Board of Advisors along with many other incredible individuals who are committed to our vision to work together – armed with data – to challenge the industry norms and create standards that we can all be proud of.

I’m passionate about wave power and gender equality in STEM. At 24, I founded Eco Wave Power, facing skepticism about wave energy’s feasibility. Now, we have operational projects in Israel and upcoming ones in California and Portugal. Wave energy could potentially double the world’s electricity supply and meet 66% of the U.S. energy needs. On gender equality, despite women being underrepresented in STEM and holding only 1% of leadership roles, my female-led company raised $30 million and listed on Nasdaq. Similarly, Jay Rosenzweig started the annual Rosenzweig Report when only 4.6% of executives at top companies were women; nearly two decades later, this figure has more than doubled but remains low. Jay, don’t give up! Like waves reshaping rocks, persistent effort leads to change. Passion is a powerful force for overcoming obstacles and effecting world change.

I am encouraged by the strides being taken towards achieving gender equity in our C-suites and boardrooms, not only in Canada but also globally. Progress is evident, yet there remains a considerable amount of work within our organizations to recognize and rectify inequalities and entrenched biases. It is imperative that we dismantle barriers for women through a deeply intersectional lens, one that extends beyond gender alone and considers the multifaceted identities that shape individuals’ workplace experiences.

I believe the investment landscape is becoming more welcoming for women. While we often face the challenge of proving our competence and achievements more rigorously, this moment in history might be the most opportune for female general partners. Experienced investors are progressively recognizing that our unique perspectives and strategies across various asset classes can yield exceptional returns.

At the current rate, it will take 120+ years to close the gender pay gap. New technologies are fueling business and accelerating economic empowerment. As we enter this new age of digital commerce, Zipline, as well as many other companies and technologies, has the potential to do what has never been done before: close the gender pay gap in our lifetime. After the launch of the film “Barbie” I interviewed Margot Robbie and asked what she thought it would take to finally close the gender pay gap. She replied, “It can’t just be a lady’s problem. It’s something we need to solve together. The more men that work on this, the sooner it will not be a problem.” Jay Rosenzweig knows this and has made supporting female founders in tech a top priority as an advisor, investor, mentor and advocate. It’s exactly why Jay was one of the first advisors I brought into Zipline, for his progressive stance on diversity, female leadership, and innovation. His actions not only speak louder than words, he champions ideas into movements that create change for women.

As a finance leader with a successful track record across multiple industries, my vision is to leverage my unique blend of traditional finance and cutting-edge tech knowledge to champion women in blockchain and support female founders. Incredibly, women-led startups still receive less than 3% of venture capital funding in North America. And both Deloitte and Boston Consulting Group report that the percentage of women in new technologies like blockchain and Web3 projects remains woefully low, too. The gender gap is real, and its implications are a drag on 21st century society. The annual Rosenzweig Report on female leadership inspires, reminding us that diverse leadership teams thrive whether at startups, mid-size firms or large publicly-listed companies. Our advisor, Jay Rosenzweig, deserves a tip of the cap for holding up a mirror to business every year, prompting us to do better when it comes to gender equality. With women making the majority of the household spending decisions, not investing in women in business costs investors money.

Once again this year, Canada has a record number of women at the head of our businesses. While that’s good news, the pace of change is still too slow, and that’s especially true when it comes to diverse women. There is more work to do. As women here at home and around the world continue to fight for equality, our government will always stand in solidarity with them, amplify their voices, and work together to achieve a better future. When women are truly empowered to lead, we all succeed.

When women are in leadership roles—whether at the cabinet table or the boardroom table—better decisions are made. Building a Canada where it’s possible for more women to be at those tables is the work of leaders across the country, and it has been a priority for our government since we were first elected. When we announced our national system of affordable early learning and child care, we knew that it would mean more opportunities for women in Canada. And we are already seeing the results: a record 85.6% of women in their prime working years had jobs in January, and the labour force participation rate for women with children under six reached more than 76%. This is feminist economic policy in action, and it will mean fewer women need to choose between their family and their career. Whether in the public sector or the private sector, we need to continue to do everything we can to ensure more women are able to take up leadership roles. Surpassing the 10% mark this year is important progress—but we still have a long way to go.

As Minister of International Trade, Export Promotion, Small Business and Economic Development, I know how critical it is that women be empowered to engage more fully in the economic life of our country, especially in leadership roles. The Rosenzweig Report is an accurate and useful means of charting the advancement of women at corporate Canada’s highest levels, and serves as a reminder that there is more to be done. It is a pleasure to know the Report’s author, Jay Rosenzweig, and to advocate in common cause with him on issues of women’s rights. I continue to be impressed with his longstanding commitment to gender equality and broader human rights causes.

The Rosenzweig report’s focus on women in Iran is a timely reminder that women have always been on the frontlines of change, even in the face of adversity. I’m extremely proud that our Women’s Liberal Caucus used our voices and digital platforms to politically sponsor 20 women prisoners – because a threat to women’s freedom anywhere, is a threat to women’s freedom everywhere. We will continue denouncing Iranian regime and upholding the resistance’s slogan of “Woman, Life, Freedom"

For 18 years, The Rosenzweig Report has provided us with critically important data charting the progress of women at the highest echelons of Canadian business. What sets this most recent report apart is that it also speaks to the broader human rights struggles of women globally – in countries like Iran, Myanmar, Afghanistan, and Russia. By taking up the cause of gender equality and women’s rights beyond Canada’s borders, Jay Rosenzweig is once again demonstrating his position as one of this country’s most important and effective humanitarian voices.

We’re seeing gender rights trampled on the world over; from Putin’s Russia to Iran to the overturning Roe v. Wade in the United States. At age 21, I was a founding member of the Russian anti-establishment punk collective Pussy Riot. A year later, I was imprisoned for singing an anti-Putin song. Along with other Pussy Riot members, I spent almost two years in Russian labor camps, where we were subjected to horrific treatment. When we emerged, we were stronger with a larger platform and many more supporters. My life is dedicated to human rights and gender equality. Why? Because I want to make sure that girls like my 14-year-old daughter don’t feel limited by the ‘boys club’ mentality that is still prevalent in society; from Disney movies teaching girls to be passive and just wait for somebody to come and save them; to big business where so few women leaders hold top positions. Through his women’s rights work on many fronts including his advocacy work on behalf of the women of Iran; his support for Ukraine and it’s First Lady and her foundation; his platform as Board Chair of Irwin Cotler’s Raoul Wallenberg Centre For Human Rights; and his annual Rosenzweig Report on the lack of women leaders in business, Jay is an ally in our fight on several levels.

The beatings and torture. The unsanitary prison conditions. The loneliness, especially at night when sleep would evade me. The worries about my fate and that of my son and husband. I remember it all from prison. What kept me going was the trust and belief that others outside cared and were working for justice and my freedom. These feelings cannot be overstated. Knowing I was not truly alone is why I never gave up. Of the hundreds and thousands of political prisoners in Iranian jails now, they are, no doubt, experiencing these same sorts of feelings. They all need our support. I just know that they know they are not alone and that they are grateful for the work of the Raoul Wallenberg Centre for Human Rights and people like Irwin Cotler, Jay Rosenzweig and so many others who seek justice and freedom. This is the first women led revolution in history and we believe the "woman, life, freedom” movement not only will change the fate of Iranian people against Iran’s misogynistic regime but the fate of all women who are experiencing sexual discrimination around the world.

For the past 18 years, the Rosenzweig Report has scrutinized how and whether women are progressing in business.

Similarly, the National Black Canadians Summit, organized by the Michaëlle Jean Foundation, has looked at the situation of Black entrepreneurs, with a view to eradicating exclusion and systemic racial discrimination in our country. An overwhelming picture emerges.

Black-owned businesses start with three times less overall capital than their white counterparts. One study found that loans with the picture of a Black person in the profile were 25% to 35% less likely to receive funding than their white counterpart, and they were imposed higher interest rates. As a result, Black entrepreneurs apply for loans less often because they expect to be denied. As much as 76% of all Black entrepreneurs say that their race makes it harder to succeed.

What about Black women entrepreneurs? A landmark study of 700 Black women entrepreneurs across Canada has highlighted the compounded difficulties they face. Over 78% of Black-women owned businesses operate online and from the women’s home, another 20% rent their space. Less than 1% own their building. Some 93% had annual revenues of less than $100,000.

With this edition of the Rosenzweig report, we salute the courageous resistance of Iranian women, their creative use of artful forms of communication, their appeal to our common humanity to advance gender justice.

We, women from around the world, know how hard we have to struggle. Still unfazed, with our eyes on the prize, we shall overcome through creativity, courage, quality of character and collective action. With men of intelligence and conscience at our sides, we dare, because we care. To empower women is to empower society as a whole. To include is to succeed. Everybody wins.

Building a better future for me means having no borders, no racism, no sexism, and no war. As someone who was born in the Middle-East and experienced many ups and downs in my life because of the constant geo-political instability of Iran, dreaming of building a better future and having the same rights as everyone else in first-world countries is something I have been passionate about achieving my whole life. I would like to see a world in which it doesn’t matter where you were born or what color your skin is, where all languages, cultures, and ethnicities are valued the same and peace is found across borders. So far, this is what I have found in the community that is revolutionising digital art. What I have experienced in the NFT space feels borderless. I have met incredible people of all backgrounds. The NFT world has allowed us to break down barriers and build communities. We must strive for the same in the physical world. For 20 years now, Jay Rosenzweig has been breaking down barriers when it comes to gender equality and diversity in business. I have great respect for his work and his achievements.

In my decades-long commitment to the women’s rights movement, one thing has always been clear: we can’t address the world’s most pressing challenges without women at the table across all sectors from corporates, nonprofits, governments and at the grassroots level. The Rosenzweig Report sheds both a hopeful light on the trajectory of gender equality in the corporate world, while also reminding us that there is still much more work to be done. We all have a responsibility to roll our sleeves up to pave the way toward a future where gender equality in the workplace is the norm.

We need more women in leadership positions across the board. Allowing women to rise in the workplace unlocks greater impact for organizations, brings us closer to achieving gender equality, and accelerates the advancement of society at large. We have a long way to go, and progress is not guaranteed. We can bridge the global gender gap by committing to goals, investing in solutions, and establishing mechanisms for accountability. We have the tools to make a difference, and we have the responsibility to use them.

Women represent the archetypal divine feminine and our aspirations for beauty, intuition, nurturing, affection and tenderness. A leadership embodying those qualities could heal the world.

Diversity and equality are essential to a company’s success. Research has shown that companies with a diverse workforce are 35% more likely to experience greater financial returns than their non-diverse counterparts, and 70% more likely to capture new markets and a bigger audience. Companies that embrace diversity tend to be 1.7 times more innovative. When it comes to who is leading the company, women in leadership positions have a positive impact on the company’s bottom line, as research finds that 87% of the top Fortune 500 companies led by a female CEO last year reported above average profits, compared to 78% of companies without a female CEO. Along with partners like Jay Rosenzweig, we continue to work on closing the gaps and changing the diversity equation to create a more equitable workplace.

When I first met Jay Rosenzweig at the NBA All-Star game in Toronto in 2016, he and his team had already been publishing the annual Rosenzweig Report on Women in leadership for more than a decade. And he’s still at it today – through maddeningly slow corporate progress, a global pandemic, and international upheaval. I admire his determination and perseverance when it comes to such important social issues as gender equality, diversity and inclusion. But Jay doesn’t stop there. He is the Chair of the Board of Irwin Cotler’s Raoul Wallenberg Centre For Human Rights; he sits on a number of boards supporting causes ranging from healthcare, youth empowerment, refugee protection, and anti-gun violence; and he’s an outspoken advocate against Antisemitism, racism and all forms of hate and discrimination. And over the past year, Jay has not only been a vocal opponent of Russia’s illegal invasion of Ukraine, he’s traveled to Kyiv to meet the leadership, and discuss reconstruction and justice. His work in supporting Ukraine continues, including supporting the First Lady and her foundation at the UNGA in NYC a few months back. Whether advocating for the sovereignty of Ukrainian people, the freedom of Iranian women, or the economic empowerment of women globally, my friend Jay is a change-maker and a do-gooder in the very best sense. I’ve been pleased to have had opportunities to work with Jay in common cause and look forward to doing more together into the future. This year, the Rosenzweig Report has, for the first time, found that the number of women in top positions has finally hit double digits, or more than 10%. A lot more is still needed and I know Jay will continue to push for change.

Let’s get this straight… Women’s rights are human rights. But there’s zero doubt that this group has unique challenges their counterparts don’t. You would expect this working in tech and sports but it’s pervasive in all industries, even cosmetics and fashion. With some of the global issues and inequities highlighted this year, Jay’s report is much needed work and awareness to keep pushing progress forward.

I am passionate about making the lives of each and every individual on this planet physically, mentally, spiritually healthy through proper nutrition and care. Jay Rosenzweig is also passionate about making our world a healthier place. And he believes diversity, inclusion, gender equality, and human rights around the globe are keys to a healthier human race collectively. For almost two decades, Jay has held a mirror to corporate leaders, many of whom are still lagging when it comes to promoting equality. And beyond the corporate world, Jay has been supporting women’s rights globally, including in his capacity as Board Chair of the Raoul Wallenberg Centre for Human Rights. Change can come frustratingly slow, as Jay has found. But incremental change can also ignite monumental change one day. Look, for example, at Iran. I was born in America after my parents did not return to Iran after the 1979 Islamic Revolution. Today, after decades of oppression, hundreds of thousands of courageous women and men are standing up for basic human rights in Iran; too many have already died for the cause. I applaud Jay for joining the fight for the rights of Iranian women, including his recent work petitioning the UN to remove Iran from the Commission on the Status of Women. Each and every one of us has a role to play in fighting for equality and human rights. We can all be agents for change, like Jay. Keep up the great work!

If you are passionate about something, pursue it. My father was fond of telling me that ‘if you’re passionate, hard work always pays off.’ It might not pay off immediately, but it garners a return on energy investment. For almost 20 years, Jay Rosenzweig has been passionate about enhancing diversity and gender equality in society. His annual Rosenzweig Report has helped spur change in corporate boardrooms and executive offices, albeit more slowly than many of us would like. My measuring stick for life is based on what I am doing to bring value to others – personally and professionally. Jay is checking the box when it comes to adding value for others, and his hard work will pay off.

Jay Rosenzweig is an investor and a valuable advisor. He is not only a believer in blockchain technology and Web3, he is a staunch supporter of women founders and having the best people in place, regardless of gender, ethnicity or anything else. For the past five years, CryptoSlam and Forkast have been identifying the value, fundamentals, and utility of blockchain, with CryptoSlam telling the story through data and Forkast telling the story through journalism. Now, by bringing these two teams together, we can set a new standard of data transparency for our industry. Trust in crypto has been eroded recently, but through it all, including our merger, Jay has steadfastly had our backs, just as he’s had the backs of women executives for the past two decades.

Empowering women in leadership isn't just about checking a box, it's about unlocking the full potential of our teams and our world. Diversity is the key to unlocking innovation and progress, and women bring unique perspectives and skills to the table that are essential for success. I believe that by investing in the advancement of women in the corporate world and beyond, we can create a brighter, more equitable future for all. But it takes bravery to make that change. Just like starting any new venture (like VaynerMedia APAC or Vayner3) takes courage and risk, it takes bravery to challenge the status quo and push for progress. Let's be the leaders who inspire others to be brave, to take risks, and to create a world where everyone has the opportunity to thrive.

Progress starts when we have the courage to not only speak up about inequities but we also act to change what we know to be unjust. Jay Rosenzweig, who we so value as an advisor here at Community, takes action through The Rosenzweig Report. He has created a space that shines a spotlight on the inexplicable lagging numbers of women business leaders and the inequities that perpetuate the real challenges women experience in the workplace. Thanks in large part to the Rosenzweig Report, there is no denying that now is the time for us to do better.

The world needs women’s compassion to create, communicate and care in ways that address issues through their bodies, mind, and spirits. When women see a problem, they see solutions, and they go about them by addressing the fundamental issues that can lead to the birthing of new systems in work, politics, and cultural structures. The Rosenzweig Report is a great resource that helps all who care about equality, justice, and progress for women and society at large, to keep track of this progress and to ensure diligence in prioritizing the importance of women’s position in all sectors of society.

We launched a program for women called ‘Wonder Founder’because of every 50 applications for funding, only one or two were coming from firms founded by women. We want to raise awareness and tell women entrepreneurs that even if they’re not ready for outside investors, we want more women to come and work with us. Since our founding in 2020 at the height of the pandemic, we’ve raised more than $70 million in seed money. We want to spread this around to as many smart and capable women entrepreneurs as possible. I also want my industry to look in the mirror. The world over, only about 5% of venture capitalists are women and yet a recent study in the Harvard Business Review found VC firms that increased the number of female partners also increased returns and profitable exits. The same applies in most industries: More women voices; higher profits. Jay Rosenzweig, a valued member of our advisory board, has been saying the same thing for 18 years in his annual report tracking the number of women in the highest positions at the largest corporations. Keep up the good work, Jay!

Our unique cosmetics company Rare Beauty was built with purpose at the center of the business, driven largely by our incredible founder, Selena Gomez. That purpose has always been addressing mental health and self-acceptance – something that far too many women struggle with. Even before Rare Beauty had products out on store shelves or for sale through rarebeauty.com, she launched the Rare Impact Fund, making dual commitments to donate 1% of her brand sales to the Rare Impact Fund and committing to raise $100M for youth mental health around the world. This is not simply a one time promotion; this is our long-term commitment to help alleviate the stigma associated with mental health and increase access to mental health services for young people. Jay’s passion for mental health, his support for our work, and his empowerment of young women shines through and is greatly valued. He has been our champion since day one and we are grateful to have him in our corner. He founded the Rosenzweig Report almost two decades ago with a clear purpose: the promotion of gender equality and diversity in business and society at large. Over two decades, Jay and his company have not wavered from that purpose.

BMO works boldly to champion initiatives, build community partnerships and drive innovation that accelerates sustainable progress for women. The BMO for Women program, which was established in 2016, is focused on gender parity for our clients, supporting the growth of women-owned businesses and empowering women to feel confident about their finances and their financial futures. BMO’s Zero Barriers to Inclusion 2025 strategy includes diversity goals for senior leader and executive roles, which includes maintaining leadership in gender equity with at least 40 per cent of senior leader roles filled by employees who identify as women. We know the impact of this work grows exponentially by aligning with leaders who are focused on bold outcomes and who share our sense of urgency. The Rosenzweig Report plays a role in that regard, because it tells us how far we have come, while also reminding us of how much further we have to go. Since 1997 Jay Rosenzweig has been a partner and advocate with us advancing inclusion. I’m thankful to have visionary allies like Jay.

For 25 years, I’ve seen women leaders – across cultures, countries and industries – use their power to empower others. When we make tangible, long-term investments in women’s leadership, we see collective progress. With allies like Jay Rosenzweig and tools like The Rosenzweig Report, we’re getting closer to the gender equal world we envision.

It’s incredibly important that we keep pushing women and diversity forward. Progress has been made but not nearly enough. The majority of capital is still managed by male private wealth managers. The majority of political decisions are still made by male politicians. We need to continue to normalize diversity in the workplace and equal partners in the home. For one, we need to solve childcare to keep women in the work force. The good news is that childcare is a $500 Billion+ industry and our Halogen Future of Families study determined that the opportunity surrounding the families is a $7.5 Trillion Industry: This is a de-risked and lucrative opportunity for these same private wealth managers and investors. Childcare is the key to change. I’m optimistic that things are changing with more women taking their companies public and more female entrepreneurial billionaires being made regularly as there is no lack of women starting companies.

At World of Women, our mission is to build an inclusive future - starting with ensuring that representation and equity are part of the foundations of web3. Pushing forward the next generation of the web won’t happen overnight, and there are many challenges to overcome. However, innovations like NFTs (Non-fungible tokens, also commonly called blockchain-based tokens that each represent a unique asset like a piece of art, digital content, or media) offer opportunity to reshape the world in the image of fairness and equality. Almost 1,000 years ago, the great philosopher Maimonides said that we anticipate charity by preventing poverty. Web3 can and will lift us all up and be a great social and economic equalizer. Imagine a future where impoverished women in Africa can sell their art and other products as easily as auctioneers at the great houses in London, New York, and Beijing. Maimonides could never have envisioned this new technology, but it is our responsibility to anticipate charity by using it to reduce poverty around the world.

For two decades, Jay Rosenzweig has fought for gender equality, diversity and inclusion. Change has been slow in the real world, but I believe web3 can help speed things up. We need to all work together to achieve, as Jay put it, the dream of a time when there will be only be ‘business leaders’, not ‘women leaders’, ‘African- American leaders’, or ‘Asian leaders’. Let us hope this is fast approaching, in part, thanks to Web3.

Increasingly organisations are recognising the benefits of gender balanced leadership -access to a wider talent pool, improved decision making and the potential for increased performance. This is reflected in the milestone achieved this year with over 10% of top executive roles filled by women compared with 4.6% in 2006 when the Rosenweig Report started. But this is still too low and there is a huge gender gap in leadership which needs to be closed. We need to accelerate progress in order to reap the rewards of women’s leadership in contributing to economic and societal advancement.

At Hoot Reading, we are on a mission to unlock all children’s potential by enabling literacy as a human right through 1:1 teaching and learning at scale. I am grateful to Jay for the advisory work he does with us at Hoot Reading, as we work together to change lives through literacy, and to the Rosenzweig Report for continuing to help us understand - and ultimately close - the gender gap.

I’ve worked in male-dominated industries for nearly a decade - from practicing law, to investment banking, to venture capital and now in the digital assets space. I do feel that the old guard is being phased out in these new technology-driven industries, allowing for more women to rise and compete on a level playing field. There are two key ingredients to the success of future female generations in the workplace – access to education and other female figures to look up to. If you are a woman who attained success, lead by example and lend a helping hand to those who deserve it.

Having been in the digital content space for the past two decades, launching my own digital publisher, What’s Trending, it’s incredible to see a new form of disruption around the creator economy in Web3. This time though, it’s not just around taking power over our community but our ownership and equity. As a woman, it’s exciting and empowering to be in a growing space that celebrates and prioritizes values like social impact, equity and mental health. In 2023, I hope to bring more action not just talk around these areas into this industry. It’s an honor to be featured in this report along with other women I look up to, and to have Jay as an advisor to my company Peace Inside Live where we are innovating on ways to bring wellness to Web3 teams and communities virtually and IRL.

Web3 is creating an amazing opportunity for people everywhere. The space brings equality, inclusivity, and the opportunity for people to have financial resources, through the digital economy, since it’s a pier-to-pier platform, with no middle man. We created WIN (Women In Need) to provide girls and women around the world with access to life-changing opportunities through the blockchain. All revenues go back to them directly or through the charities involved. With almost 20 years experience, I’ve witnessed social media grow and evolve and become an integral part of the modern business community. It has provided multiple avenues for businesses to simultaneously brand, market, and integrate themselves into the broader potential market. Web3 is just beginning and its impact will potentially be even greater, especially for women in impoverished parts of the world. With some 20 years experience as a successful entrepreneur and advocate for gender equality in business, we are thrilled to have Jay Rosenzweig as an integral component for WIN’s ultimate success.

The most successful business leaders aren’t focused on profit. They’re focused on purpose. At the heart of the Rosenzweig Report is the commitment of Jay and his team to continue to document the need for gender and racial diversity, equity and inclusion in the leadership of Canadian corporations. Through this report and his company’s ongoing efforts, Jay is helping illuminate something I’ve always believed in as the leader of my own company: business is good for equality and equality is good for business!

Leadership is listening. Leadership is learning. Leadership is uplifting. The power of voice is the greatest influence on Earth. Empowering the voice of others is our greatest impact. When we integrate quantum physics in entrepreneurship, we recognize the infinite possibility of all outcomes. Visionary thinking requires creativity, imagination and endless experimentation. It is to explore what the future might hold and thrive on uncertainty. In uncertainty, the magic happens. Only here can we dismantle broken systems and reassemble a new world order that is inclusive, inspiring and evolved for generations to come.

I did not have a straight path to the C-Suite. It took many twists, turns and set-backs. However, I learnt over the years to keep moving forward and face all challenges and obstacles with a smile. I was continuously told what I could not do, rather than what I could do. I worked hard to climb the ladder in a heavily maledominated environment, was often the only female in the room, I stayed focused, stayed true to my values and emotions, and succeeded to become a seasoned C-suite executive with a P&L responsibility; a Named Executive Officer at a leading consumer, surgical and pharmaceutical eye health company.

Despite many initiatives, gender diversity in the C suite level remains low today – raising the question: are these initiatives truly working? Female executives appear scarcer at roles with P&L responsibilities, CEO, COO, CFO, Head of Sales, etc. It remains a challenge to overcome the unconscious bias that women don’t belong in these roles. Female college graduates have outnumbered males for a few decades now. Among the S&P 500 women make up approx.. 50% of the labor force. The representation drops each step up the ladder – 35% mid level management, 25% executives and 5% CEOs.

Women need to be courageous, resilient and build strong selfconfidence. To support this, we need to build and support women role models. 70% of girls feel more confident about their futures after hearing from women role models.

Jay’s work as a philanthropist and social justice fighter is unparalleled. The elite community of thought leaders that support him are a direct result of his impact across the globe. He has become not just a mentor to me, but a brother. Together we continue to affect real change through socially conscious approaches to Web3 and cinema.

Overcoming cultural biases against women in leadership roles has long been a formidable challenge. I remember back at university, if you had any kind of leadership drive, you had to work much harder than your male peers to be taken seriously. The bar was so much higher for women leaders. Pretty often, you would save yourself a lot of grief by biting your tongue and sitting on your hands staying quiet. But when you knew you had a better idea and you spoke up, you would typically either be considered “bossy” or worse, or you needed to spend so much precious energy apologizing for having the best idea. Looking back, it was ridiculous and exhausting.

Fortunately, paths for women leaders between these two extremes are emerging. I think role models such as Rona Ambrose and Dawn Farrell temper the trailblazing extremes set by leaders such as Thatcher who, given the times, understandably ruled as the Iron Lady.

The current times are more amenable to the competence, drive and humanity women bring to leadership roles – in fact, I find it’s so often the case that most companies need women’s leadership more than they realize. But we can’t take our eye off the ball – we must vigilantly nurture women’s leadership orientation, not only for their sakes but for the benefit of all the enterprises in which they invest themselves. Women have a wisdom and competence too long hidden by history and stepping out of masculine shadows is long overdue.

Innovation starts by acknowledging that the status quo is unsustainable, then taking action. Transformations don't happen overnight, as Jay Rosenzweig knows from 20 years of fighting for gender equality, diversity, and inclusion, understanding that change is a gradual process. Jay and I share the belief that data is crucial in driving change. He has identified systemic issues within businesses that stem from the top down. The Rosenzweig Report impressed me with its fact-based approach, presenting hard data to a male-dominated business culture year after year. There is no innovation without change. And change is coming, albeit more slowly than we’d like!”

The path to changing people's ideas about Africa starts in our grocery shelves and in our homes. Whether recognizing that coffee was born in Ethiopian and that 18 countries in Africa produce some of the world’s best coffee or that cocoa from Cote d’Ivoire and Ghana constitute 70% of the world’s supply, we need to see, embrace and appreciate nutritious and diverse products from the different parts of Africa. Over the past 30 years, sushi has transformed the way the world views Japan. The same can happen for Jollof rice from Nigeria, Teff from Ethiopia or Rooibos from South Africa. Now, we’ve found that changing peoples’ views can take longer than expected, but perseverance is the key. Jay Rosenzweig has found the same over the past 18 years as he tries to change corporate views when it comes to women leaders, who are just as good or better than male business leaders.

Studies show entry level job pipelines contain roughly equal numbers of men and women. Unfortunately, as the talent funnel approach the C-Suite, the ratio of women to men drops sharply. Women have less money at every age than men do; are still paid less than men for comparable work; fill more than two thirds of part time jobs; and have their career paths disrupted more often by primary care taking responsibilities for children, spouses and parents. They use financial products and services at a rate 40% less than that of men and lack confidence in investing. This creates a serious socio-economic problem that affects the whole society. When women have less money and less economic opportunity, their communities, families and children are worse off. The Rosenzweig Report continues to perform an invaluable service demonstrating that while incremental progress is being made, there is still much to be done in closing the gender equity gap. Thanks to Jay and his team for their tireless efforts drawing our attention to the issue of women in the workforce over the past 18 years.

Having more women in business drives innovation, advances gender equality, and creates a stronger economy for all Canadians. The annual Rosenzweig Report shines a light on the existing gaps and educates business leaders, politicians, and society at large on the need to strive for greater gender equality. We know women face barriers when trying to grow or start a business, and Jay’s Report reminds us that we must keep pushing for change. To directly address this issue, our government launched a $6-billion Women Entrepreneurship Strategy to connect women to training, mentorship opportunities, and professional services - while also supporting their businesses throughout the COVID-19 pandemic. We welcome the day when there are no more “women business leaders” and “women entrepreneurs” – just simply business leaders and entrepreneurs.

There’s nothing better than helping others who are less fortunate. Jay Rosenzweig grew up in Montreal with parents who taught him the importance of hard work and integrity. He dreams big, too, not just in business but also when it comes to social justice and fairness. Through his Rosenzweig Report, Jay has been fighting for inclusiveness, diversity and gender equality. This is the 17th consecutive year of the Rosenzweig Report and Jay’s tenacity shines through.

My mother and my older sisters all greatly impacted my upbringing. Their guidance helped me to where I am today. Women have a crucial part to play in the development of Cameroon, Africa, and across the world. They have been undervalued for far too long. Currently, my foundation is in the process of building girls-only programming that we plan to help fund for years to come. Lots still need to be worked out, but like Jay Rosenzweig, I’m committed to the betterment and advancement of girls and women in society.

Women have so much more to achieve, due to lack of opportunities! And progress is slow. But in this fight, we need allies. Years ago, a note from an anonymous friend told me I was being discriminated against in the workplace and being paid less money simply because I am a woman. That led to my fight for justice that ultimately made a difference for all women. A movie about my struggle is coming out within the next year and, hopefully it will bring even more attention to the issue of gender equality. I appreciate that the Rosenzweig Report shines a spotlight on the issues.

Women are the backbone of our communities, but we are too sidelined or encouraged into professional pathways less likely to lead to executive leadership. What’s worse, public policies and practices continue to punish women for seeking personal independence, freedom of our own expression, and personal safety. Even now, our criminal legal system deals far harsher sentences to women, and young girls are too often objectified, sexualized, and punished when they seek to protect themselves. The Rosenzweig Report—and Jay Rosenzweig's vital human rights work—plays a critical role in shining a light on executive leadership practices. By doing so, The Report creates new insights into reliable pathways into leadership, new opportunities for women everywhere, and new pressure to align our community values with practices that support women's true and full access to opportunity.

I spent almost a decade working with an amazing ambassador to the UN for human rights. In seeing her travel the world, I witnessed how five dollars can go a long way in certain countries, especially in countries with fragile governments and human rights abuses. Ten dollars can go even farther. What is so little for some can be a lot for others. At NEXUS, we believe in building networks and communities that accelerate positive social change. Something seemingly small can grow into a catalyst for big change. We are all connected. No woman is an island. No human is an island. Jay Rosenzweig has long been building a network and community that strives for gender equality, diversity and inclusion. I am thrilled Jay is part of the NEXUS family and honored to be associated with the annual Rosenzweig Report. Keep up the great work, Jay!

I am passionate about positive change, especially when it comes to the environment, women’s rights and humanity in general. I like to surround myself with change-makers who identify problems and set out to make things better. That’s why I invited Jay Rosenzweig to join the Advisory Board of our investment company FullCycle, which invests in climate restoration technologies aimed at reversing the effects of climate change. For 20 years, Jay has been fighting to make the corporate world more diverse, more equitable, more inclusive. Numerous studies, from business schools to management consultant firms, show that more diversity and gender equality in boardrooms and executive offices improve company performance. Jay identified this fact long ago, but even more importantly understands the moral imperative of equality. When it comes to climate change, I often say: ‘Every single person on this planet is a stakeholder for what happens next.’ The same can be said in business about gender equality and inclusion and diversity. I’m honored to call him a friend and it says something hopeful that I, a Palestinian American, and Jay, a Jewish Canadian can, work in harmony together and with such great mutual respect.

The numbers speak for themselves: Companies that are diverse are 75% more likely to bring innovative ideas to market and 70% more likely to capture new markets; companies with female leadership deliver 1.4x sustained profitable growth. Unfortunately, the pandemic has set women back – it will take an additional 36 years to close the global gender gap, bringing the total to 136 years, according to the World Economic Forum. In just two years, it has increased by an entire generation! With partners like Jay Rosenzweig, we are working to close the gaps and change the equation; it’s time to reimagine the workplace and make it more equitable.

I was born a village girl but didn't become a village woman in rural Uganda because of the spirit of Ubuntu, a famous South African concept by Rev. Desmond Tutu. The community taught me the passion and commitment to gender empowerment - to leave no one behind. To pay it forward, I have been blessed to mentor thousands of female entrepreneurs and leaders in Africa through my work. I have witnessed paradigm shifts happen when women know who they are, believe in themselves, and stand on the shoulders of other women to leverage their networks. We have to remember that "leadership is like a candle, one can light many without losing its glow, together, they create better light and more heat." I commend Jay Rosenzweig's work in championing women's leadership.

Jay’s work as a philanthropist and social justice fighter is unparalleled. The elite community of thought leaders that support him are a direct result of his impact across the globe. He has become not just a mentor to me, but a brother. Together we continue to affect real change through socially conscious NFTs and I am honored to be his friend and colleague.

I am honored and humbled to have the chance to wake up each and every day knowing that my job is so much more than a title – it is all about passing the torch on to other young women and students to design the careers they love. My true belief lies in knowing that a woman can be everything she wants to be and together with a growth mindset, there is nothing we can’t do. I commend Jay Rosenzweig’s report for spotlighting women’s achievements and opportunities for growth that are paramount to economies advancing initiatives that help women realize their full potential.

This International Women’s Day enables us an opportunity to celebrate the progress we are making advancing women into leadership and board positions as we have increasingly committed as a collective to investing in ensuring our leadership teams and boards reflect the diversity of our population. It also presents an opportunity for us as a society to collectively more boldly and urgently commit to approaching the advancement of women now only through the highly intentional and intersectional lens of equity.

As a woman in the male dominated film and photography industry, I feel like I am constantly being asked to prove myself to be not just a “female” director, but a director, period. Finding allies like Jay who appreciate all artists for who they are, is a wonderful thing. For almost 20 years, Jay Rosenzweig has been fighting for gender and diversity equality. His annual Rosenzweig Report tells us, year after year, that women at the top echelon of business are not receiving equality of opportunity and equality of chance. For that relentless determination to shine a light on an important issue in society, I applaud Jay.

Jay is a huge advocate for women and women’s rights. It is an honour and privilege to know him. I believe the world would be a better place if more women became leaders and there were more men like Jay who recognized and supported their leadership.

I'm so fortunate to have had the opportunity to engage with strong, female C-suite executives early on in my career. With their mentorship, paired with exposure to some of Canada's most celebrated female corporate directors and business leaders, my professional story has evolved into one I could never have scripted. These women taught me to be bold, out front, infinitely curious, and confident to ask questions - especially when in pursuit of growth and meaningful contribution. These gifted advisors helped lay a path that would eventually lead me to exploring Web 3 with a sincere interest in how the technology may help shape the future of many sectors. I see this emerging arena as ripe for thought leadership and innovation by women and underrepresented groups. As I reflect on the important data and trends highlighted in the Rosenzweig Report, I appreciate how unique my journey has been - my story of professional female empowerment at the highest levels of leadership is not the norm. It's time to change that.

I believe gratitude goes far and we should work in common cause with those who support us and the issues we support. With that in mind, that’s why I’m grateful for all the work Jay Rosenzweig has done for gender equality over the past two decades. In our exciting new world of Web3 and NFTs, there are glimmers of hope in the struggle for equality, but the ‘traditional world’ definitely lags behind and we need allies like Jay.

Investing in education is not about getting an immediate ROI, it’s about touching the future beyond the horizon we can see. Great educators plant the seeds for towering trees that will stretch and shade generations into the future. Jay Rosenzweig, in his own way, is an educator bridging business and social equality. Seventeen years ago, Jay saw beyond the horizon. He’s been educating business, governments and society about the positive impact women business leaders can make not only with their corporations, but with our world.

Though Jay Rosenzweig’s business is about recognizing and finding talent, his calling is about fairness and social justice. For almost two decades, Jay has been promoting gender equality and diversity in the corporate world. I believe Jay has opened many windows of opportunity for women; from recognizing their talent to helping them grow into leaders in business and society.

As an artist, film and television creator, and founder of a production label I have the privilege of a unique perspective: that of a creator and that of a founder, entrepreneur, and business woman. The Entertainment Industry has made leaps and bounds in the past few years to rectify the injustice of the societal inequities of our past not only to females but to people of color and members of the LGBTQ community. To fix the inequities of the global distribution markets though is not an overnight job. As a creative the argument for more female voices seems an obvious one. We are over half of the world's population, the world's stories, the world's heroes. As a business woman though I recognize that it takes efforts like that of the Rosenzweig Report to continue to shine a light on the buying and selling power of female talent, female leaders, female executives so that financiers, distributors, and studios can understand how all this femine power translates into numbers. Distributors and Financiers need market feedback to enable them to increase investments in any director, talent, or producer no matter their gender so the more we can provide numbers that prove that there is a market for female voices, talent, and leadership the easier it is for traditional capital to back our creative. This is our time. The Entertainment Industry needs more female talent. The more of us that take a swing at making a dent in the marketplace the more seats there will be at the table and the more data there will be to support what we already know to be true: that this year is the rise of the divine femine and her voice will be heard. Thank you Rosenzweig report for shining a light on the numbers!

I got the sense of empowerment from my grandmother, Olga, a strong and resilient woman who left the dictatorial oppression of Haiti to start a new life in America more than 50 years ago. Abandoned by her husband, Olga was all about family. She put one of her sons through Cornell, and another two sons through Syracuse. My mother, Jacqueline, was also headed to college thanks to Olga but she elected instead to start a family. Though Olga and Jacqueline were my strongest female role models, especially when it came to teaching me cooking skills for my life’s work, I was fortunate to have others, like aunts and family friends, too. I know many young women have not been as lucky as me when it comes to strong women close by blazing trails for them. Which makes me thankful that Jay Rosenzweig has diligently been publishing the annual Rosenzweig Report, which highlights and educates us further about the ongoing struggle for women in business and the importance of keeping these issues at the forefront. Jay has been a big supporter of mine and countless other women over the years.

At all times, but especially as we come out of this pandemic, entrepreneurs and business leaders must be flexible, empathetic and creative to the needs of employees. Today, more than ever, personal and business are intertwined in all of us. The old expectation of leaving personal at the door when you go to work simply can’t exist anymore. Employees, especially women, have so many things on their plates, like childcare, eldercare, family scheduling and more, that are impossible for them to forget just because they’re at work. Employers must constantly be thinking about this and focusing on employees and implementing things within the company that support employees’ mental health. As the world shifts to returning to the workplace, one idea could be something as simple as providing an area where employees’ children can come after school to play and do homework while Mom or Dad are at work. These sorts of things will encourage the best people to be on your team and stay on your team. If one approach doesn’t work, try something else. Failure is not the opposite of success; it is part of success. For years, the Rosenzweig Report has been encouraging open-mindedness, innovation and flexibility. And, in a post-pandemic world, these are the kinds of things that will give business leaders a competitive edge..

We cannot afford to backslide on the progress we have made on hiring, promoting, and retaining women at the highest levels in our workforce. That’s one of the reasons why tracking numbers around diversity is so important. Canada will always lead by example. After all, diversity is our strength. But to ensure the advancement of diverse women in positions of senior corporate leadership, we all need to work together. Not only because it is the right thing to do, but because it is also the smart thing to do.

Jay Rosenzweig, the inspiring Chair of our Raoul Wallenberg Centre For Human Rights Board, has issued yet again his report on women in leadership, as a call to action to do more to achieve gender equity in the boardrooms of our nation and beyond. His work empowers women and puts them at the forefront not only in corporate boards, but in all walks of life, be it arts, science, the political sphere, and other decision making bodies of our nation. It serves as a reminder that equitable corporate representation of women is not only good for business – good for the economy – but empowers women in the pursuit of justice, good governance, equality – and the making of a better Canada and a better world.

My grandfather was a great man who strongly advocated for women’s rights. He famously stated that “As long as women are bound by poverty and as long as they are looked down upon, human rights will lack substance”, and that “Freedom cannot be achieved unless women have been emancipated”. He would be the first to say that if not for courageous women leaders like Albertina Sisulu, Lilian Ngoyi, Winnie Madikizela and many others, the fight to end Apartheid and the building of democracy in South Africa would have been far, far more difficult. Dynamic women leaders are the backbone of our democracy. I applaud The Rosenzweig Report for trumpeting the need for more women leaders for so many years.

We’ve all made mistakes; some, like me, much more serious than others. As a society, we’ve made the mistake of stifling diversity and inclusion for far too long, but that doesn’t have to be the end of the story. We can and we will do better. It is encouraging to see The Rosenzweig Report and the determination to keep at it for almost two decades. Change, especially necessary change, is not necessarily easy. Keep at it, Jay, and don’t give up!

As the Rosenzweig Report makes clear, this has been a challenging year that has disproportionately impacted women across the country, especially women entrepreneurs. Our government is supporting the success of women—from committing to a national early learning and child care system and income supports for parents, to targeted, inclusive investments to ensure their businesses can grow in Canada and around the world. We will continue our efforts to ensure the gains women have made in recent years are not lost to the pandemic.

When my family arrived in Canada in the 1960s, so full of hope, segregation was still a reality south of the border, and Martin Luther King had not yet shared his dream with the world at the March on Washington. My mother could not have imagined then that her daughter would one day be elected to lead a federal party. I hope that my victory as the first Black person and Jewish woman to lead a major political party will inspire a new generation of leaders. Because the truth is, we still lack diversity in Canada’s senior public and private leadership. As The Rosenzweig Report details, less than 10 per cent of the top executives at our largest corporations are women. It is a waste of intellectual capital Canada can ill-afford as we tackle the challenges and embrace the opportunities before us. And so, the work towards achieving true diversity must continue in earnest.

For years now—first as a journalist and now as a Member of Parliament, I’ve admired how Jay Rosenzweig has fought for the hiring, promotion and retention of women at the highest levels in the largest corporations across the country. Canada leads by example because diversity is our strength—but make no mistake—there is still much work to be done. The Rosenzweig report is a yearly wake-up call that we need to work together to ensure the advancement of women—particularly BIPOC women —in positions of senior corporate leadership. Not only is this the right thing to do—it’s the smart thing to do. Diverse women in decision-making roles will trickle down and lead to true equality across Canada.

I grew up a tin shack in Jamaica and ultimately found great opportunities in Canada to thrive. It was never easy, but I was one of those fortunate enough to succeed through much hard work and perserverance. I feel a sense of responsibility to pay it forward and break down systemic barriers in the Black community, so that my success on Bay Street is not one of the exceptions. This requires deep systemic change. I live in one of Toronto’s exclusive neighbourhoods with my wife, who is white, and our five kids. After all my successes, neighbours still mistake me for the security guard or my wife’s personal trainer. My children also experience unacceptable prejudicial bias. Whoever says there are not systemic racist problems in Canada is ignorant to the truth. Jay Rosenzweig isn’t one of those people. For two decades, Jay has been on the frontlines fighting for justice and equality throughout society from top to bottom, including through his annual Rosenzweig Report, and he’s been a valuable addition to the board of the BlackNorth Initiative.

Women are the backbone of a progressive society, and yet it is so hard to be a woman, especially a woman of colour. While it is difficult, we see women stepping up everywhere. Women should not have to fight this fight alone. We all have our blind spots, and we need each other. Jay Rosenzweig deserves kudos for tracking the number of women in leadership and for his actions and advocacy for change. Only through measurement and education can we hold one another to account and spur greater action to affect the positive transformational change.

As a Black Muslim woman, I have a deep understanding of the effects of anti-Black racism. Today, we are faced with the collision of two global pandemics that have ravaged marginalized communities. We must continue to keep this conversation in our consciousness but follow through with tangible action. This awakening must go from a moment to a movement. This must be sustainable to ensure the eradication of anti-Black systemic racism. Jay Rosenzweig is working diligently in the fight for equity, justice, and fairness. Jay, on our BlackNorth board, is the epitome of active allyship and continues to showcase the importance of unity.

The Covid-19 pandemic has accelerated so much change in business and life. I joined Zoom during the pandemic because I was drawn to the virtual, yet authentic and human connections that Zoom’s platform is enabling around the world. There is an opportunity to not only help make our organization more diverse and inclusive, but also to make the Zoom platform one that acknowledges and incorporates the needs and backgrounds of the hundreds of millions of participants who use it daily. As we move towards a post-pandemic world, diversity must be one of the biggest and lasting changes we experience. I congratulate Jay Rosenzweig for his pioneering diversity work.

Landing in Toronto, after escaping Lebanon with my nine-month-old daughter during the civil war, was the moment of hope for me. I am so grateful for the opportunities Canada has provided me, but the work continues. My father taught me something that I would never forget: ‘Life owes you nothing. Life is an opportunity for us to make the best of it.’ I’m proud of the dogged work over 16 years from Rosenzweig & Company, showing Corporate Canada that we can do better and we must do better when it comes to diversity, inclusion and equal opportunity.

My belief in the power of women reaches back to my earliest memories. My mom would kiss me every night and say these words: ‘I am your mother Mary and God is a woman, sleep well my child’. As I grew older, I realized it made me a better man. Judging by his tireless work for gender equality, Jay Rosenzweig grew up under the same warm, maternalistic blanket of his mother. I commend Jay for encouraging the advancement of women in leadership.

As an entrepreneur and an athlete, I know the value of bringing people with diverse talents and backgrounds together in a common effort. I applaud the Rosenzweig Report for highlighting the need for businesses to hire and promote women and people of colour – the Report puts a spotlight on the need to do more.

We must put women at the center of the recovery from the pandemic. Not to do so would be to roll back a decade of progress toward gender and racial parity in leadership while costing organizations the investments they have made in advancing gender diversity in their leadership. Works like The Rosenzweig Report are signposts warning us that real and lasting economic recovery must include everyone in a just and inclusive way.

I have a long-standing interest in inclusion, whether in my professional journey or through my involvement with groups like the East African Advisory Council of The Rhodes Trust and the Young President’s Organization (YPO). The Annual Rosenzweig Report is to be commended for promoting the advancement of women and of individuals of colour. It is my view that we depend on everyone being intentional about creating a safe space so that we may engage in the very important dialogue on how we can strive to do better for all.

At Diversio we have seen the power that data can have to force change and guide solutions. When it comes to diversity and inclusion, representation is only half of the equation. We are thrilled to partner with the Rosenzweig Report to use Diversio’s AI solutions to gather data on workplace inclusion. Our hope is that this additional data will help organizations create workplaces where diverse talent can thrive.

Having relatable role models is part of the empowerment equation for young women. The Rosenzweig Report does an excellent job highlighting progress being made, and yet much more needs to be done. Telling stories of successful women and the organizations that empower them not only inspires the next generation, but it also reminds companies and boards what it looks like when gender diversity is prioritized.

I truly believe that in the future women will provide many of the solutions to the global challenges we face. The biggest of those challenges is leadership and if women are allowed to advance into leadership roles without fear or favor, all humanity will be better for it. For that reason, I believe The Rosenzweig Report makes an important contribution. By carefully tracking the progress of women, it forces us to see that more must be done.

I am so passionate about empowering women entrepreneurs across Canada to build hugely successful, pandemic-proof businesses; we are the future and that's why I created We Are Womxn, a national nonprofit empowering Black, Indigenous, LGBTQ2S+ and Women of Color entrepreneurs in the food and beverage industry in Canada. Jay Rosenzweig is one the country's greatest champions of women and I'm so grateful for his constant support. Our We Are Womxn partnership with BlackNorth, and work to empower Black women with mentorships and grants, came to life thanks to Jay, who is a BlackNorth board member and WAW adviser. May every day be women's day!

As an investor, the case for strong female leadership is one that I typify as Alpha hiding in plain sight. All the data demonstrates that a dollar invested with women yields higher returns while being exposed to less risk. As a member of the human race, we all know that providing women with equal access to opportunity is simply the smart thing to do. I applaud The Rosenzweig Report for consistently bringing this issue to our attention.

After a recent event where I shared the ups and downs of my career journey with an audience of young professional women, I received the following message, “To see a woman who is also a visible minority as our CFO sharing a story of success made me feel so emotional. You represent everything I hope to become.” The hope embodied in this message underscores the importance of representation and how critical it is for young women to actually see their career aspirations lived out so they, too, can reach for what is possible. But hopes and aspirations need to be met with opportunity. The Rosenzweig Report shows us we still have so much to do in creating equal opportunity for women in our most senior ranks.

I was born in Russia, a political refugee in Sweden, lived in India, New York, Kenya and now Mexico. Traveling to over 80 countries, I have discovered dance as an international language to connect people across cultures. Michelle Obama has really been a huge inspiration for me when it comes to redefining female leadership and programming life with joy and dance. Dance legends have inspired me with a wide range of dance traditions from Hip Hop for peace, salsa shaking off inequality, to samba queens empowering women and girls. I commend The Rosenzweig Report for putting the spotlight on the need for greater inclusion of women, including women of colour, in leadership positions in the corporate world.

Whether the United States, Canada, Europe, Asia or all other parts of the world, women have been left out in significant numbers from leadership opportunities. But left out does not mean left behind. Women’s leadership gifts, especially women of colour who’ve overcome obstacles daily, have been expanding in the spaces that have welcomed them. Women have not been running to keep up, they have been outpacing men with wisdom, innovation, direction, and values towards diversity and inclusion. My mother taught me that greatness is not deemed; it is generated. I congratulate the Rosenzweig Report for its 16 years of dogged determination to promote and enhance diversity and gender equality in the corporate culture. Good things trickle down from the top.

As head of Nike’s Global Digital Marketing team during the Emmy-winning ‘Dream Crazy’ campaign featuring Colin Kaepernick, I was proud how that campaign reverberated through society and challenged norms. For almost two decades, Jay Rosenzweig has been challenging norms with his annual publication of  The Rosenzweig Report. Jay is a diversity pioneer, not only for gender, but also for all communities facing discrimination, including black, indigenous and people of colour.

In the business of gaming, half of the gamers represented are women and yet the industry and its infrastructure are dominated by men, just like the corporate world. Our goal is to build a group of women gamers, dubbed Queens, and propel them into a more powerful group of influencers and media celebrities. Culture can’t evolve in silos and we cannot change the narrative and dismantle the patriarchy without the support of everyone in the position to make important decisions about how they engage and interact with the gaming community. If we want to start changing the face of the industry from very white, very male, and very wealthy at the corporate level, then we actually need their support. Thankfully we’re getting help from some visionary male allies like the Queens Co-Founder Justin Giangrande, former NBA All-Star and entrepreneur Baron Davis, and Jay Rosenzweig.

I’ve been on the frontline of peaceful protests for racial equality, as well as speaking out against all forms of injustice at the United Nations, and on stages around the world. Everyday people can make change happen. I started E.P.I.C. (Everyday People Initiating Change) with my close friend Alexi Panos after we learned about the immense water crisis in the world where 785 million people still don’t have access to a basic water supply. Women are change agents. Come on, Canada, you can do better than only 10 per cent of your top business leaders being women. Thank you to Jay Rosenzweig for all of your dedication in bringing attention to this.

As an ‘optimism advocate,’ I was immediately drawn to Jay Rosenzweig’s optimistic outlook on diversity and gender equality. In the face of statistical imbalance found in the 16th annual Rosenzweig Report, Jay opts to point out things like ‘the good news is the number has doubled’ and that he’ll keep publishing as long as it takes to ‘work myself out of a job.’ He always sees the glass half full. Willing a bright future, instead of wallowing in “what is now,’ is a value needed to see humanity as a whole, thrive. I faced great adversity integrating myself into the workplace after a large economy crash and it was my positive perspective of the future that allowed me to actualize my dreams. Optimism helps create change.

As one who is inspired by the creative process and believes in the intersection of the arts and social justice, I passionately believe that the best outcomes result from bringing individuals together with diverse backgrounds and viewpoints. I believe in curating and producing projects that support and uplift community and the culture, and I am inspired by the visions that we can bring to the light from these opportunities. The Rosenzweig Report casts a welcome spotlight on the need for greater inclusion, not only in corporate offices, but more generally across all facets of society.

COVID-19 has created the perfect storm that brought many of the injustices in society to the forefront, such as the destructive forces of gender inequality and prejudice. Women, especially women of colour, have felt the brunt harder than others. The Rosenzweig Report holds a mirror up to the corporate world and we should face reality, create a more inclusive and just society as we move to economic recovery in the post-pandemic world.

After spending nearly 20 years in Corporate America, immersed in public and private corporations as a high-ranking executive, I eventually reached my goal of becoming the President of a company and never felt emptier once I got there. I knew that there were so many people like me, who were stressed from being overworked and looking for meaning. I took a leap of faith and decided to put my energy and time, after leaving my career behind, to teaching others the tools that helped me – mindfulness and other self-care tools. I found myself immersed in work with social justice and political organizations, teaching compassion-based resilience, self-care planning and how they can build communities of care to support their work in the world. Creating communities of care supported by mutual aid was the idea behind Pandemic of Love, a global, grassroots volunteer-led organization that connects people who can give help with people who need help. The premise of the organization, and what its proven to me at a time of disconnection in the world, is that humans thrive on connection and that every single person on this planet has something they need as well as something they can offer. We all want to feel seen and heard. Sure, viruses can be very scary, but the word ‘viral’ does not have to be associated with something negative. A lot of positive things can go viral like hope and kindness and love. I’m so grateful for the people I’ve met because of Pandemic of Love, people like Jay Rosenzweig who has been a big supporter and mentor, in part, because The Rosenzweig Report reminds us year-after-year that we need to be there for one another, and we need to support each other, regardless of gender or background. Jay understands mindfulness, equity and he embodies love-in-action daily.

Diversity is about more than simply hiring more women and more people of colour. It’s about paying, promoting equally and giving voice to intersectionality. It’s also about dismantling systemic racism in company policies, performance review processes and hiring panels. We have to normalize diversity in leading and managing from a multicultural lens. I’m proud to see Jay Rosenzweig encouraging diversity in Corporate Canada and elsewhere – and for doing it for the better part of two decades.

By annually documenting the slow pace of advancement by women in the corporate sector, Jay and the Rosenzweig Report is casting light on a dark truth- when it comes to top jobs, women don’t often get the consideration or recognition they merit. The Rosenzweig foundation is helping inform change.

As a Black Woman, I am far too familiar with the heavy load most of us carry every single day. We are expected to often overperform while navigating through ancestral, relational, civil, and professional trauma. At a young age, Black girls become aware of the harsh reality that we live in a society that chooses not to see, accept, or protect us. How can we heal if we aren’t heard? Healing begins with hearing, and true change requires a consistent fight. Jay Rosenzweig is a dependable champion of change, and I am thrilled to support the 16th Annual Rosenzweig Report. As both a Diversity, Equity, and Inclusion Professional and Social Justice Activist, I know just how necessary research is to representation. Jay’s work challenges us all to not only see the truth but use it to invoke awareness and ultimately transformation.

For many, an aspect of happiness is finding meaningful work. When there are barriers placed in the way of individual’s reaching their full human potential, it is not only frustrating for them, it also lessens us all. In that regard, The Rosenzweig Report serves as a powerful reminder that more needs to be done to provide women with opportunities to find fulfillment in their chosen pursuits.

We need more than women in positions of power. We need women there who are clear about the purpose of power: not just to bolster structures that already exist, but to disrupt and repair them in order to serve humanity most deeply. It’s not just about women – it’s also about children, about men, about animals, about the planet. If women are evolving, it’s for a much greater purpose than mere pay equity. It’s so we can rise up and recreate the world.

Obtaining dignity, respect and advancement for women is not just a woman's issue, it’s a human rights issue. It requires including men and welcoming their help to change behaviour and perceptions. Jay Rosenzweig, through The Rosenzweig Report and his support for the #MeToo movement, shows that men can be important and effective allies and advocates for real change.

As my personal mentor Oprah Winfrey says, it is important to turn struggles into strength. Women struggle on many fronts, including in the business world. The Rosenzweig Report serves a vital role by charting women’s ability to advance to senior positions in business and serves as an inspiration to do better.

Purpose driven leaders are what drive change, they surrender themselves to causes that are greater than them and give without expecting anything in return. Jay is one of those leaders, using all of his skills, time, energy and resource to drive a positive change in our planet. He understands that societies thrive better, and enjoy peace and prosperity when women step up in leadership, and that is the purpose of the Rosenzweig Report. Women are great leaders across all the fields, and those who do not step up to encourage women to lead must be held to account. Women get the work done. Any society that suppresses women will not ultimately progress.

We live in a world where time is money but when it comes to Jay, time is more valuable than money and he creates time to make everyone feel valid and important. That is how he is able to rally so many disparate voices together for the cause of justice and equality. He knows that relationships, family, friends and colleagues are worth more than dollars. Jay will create time to give you a voice and listen to you without judgement, thus creating a positive foundation to create positive and lasting change for the rights of women and girls globally, for humanity and our planet.

My biggest cheerleader in life was my dad. I have cerebral palsy. My dad never pitied me or made me feel like a burden. He taught me to dance and to dream big. When I went to Arizona State University my father encouraged me to follow my passion for entertainment. He didn’t try to steer me into something more reliable. He believed in me and cheered me on as I performed for Muhammad Ali. Women benefit from men as mentors and allies. The Rosenzweig Report, founded by Jay Rosenzweig, is an important and useful tool in highlighting how much more needs to be done to encourage and support women in the workplace.

I wish to commend Jay Rosenzweig for his diligence in advocating for the advancement of women’s rights. As a musician and as one who travels the world practicing my art form, I have observed that collaboration and inclusion makes for better music and for better societies. The Rosenzweig Report plays an important role in that regard, because it tells us how far we have come, while also reminding us of how much further we have to go.

My corporate experience reinforced the need to have more people from different backgrounds in key decision-making roles – whether it be more women; more people of colour; more diversity in terms of age, thought or cultural background. Companies benefit when they are led by individuals with dissimilar life experiences and outlooks, ones that better represent our current global and interdependent world. In that sense The Rosenzweig Report is an important mirror reflecting the progress we have made – and how much more we must do.

I want to inspire young girls to pursue their dreams. Young girls don’t want pity. They don’t want handouts. What they do want is for people to believe in them and give them a fair chance, whether in the arts, business or whatever endeavor they wish to follow. The Rosenzweig report plays an important role in highlighting that there is a lot of work to be done to close the gender gap, so that we can achieve equality and shatter glass ceilings that continue to hold women back. I commend Jay Rosenzweig for championing this report year after year. I always look forward to reading about the steps taken closer towards gender equality, as well as to his suggestions on what we can do together to make the necessary changes needed to make the goal achievable.

In 2020, there are still far too few women in our c-suites, boardrooms and leading the companies designing the tech solutions we will all rely on in the future. We have a long way to go to build a truly gender equal world in which all types of women can thrive. And each of us can play a role. If we each make the effort to go out of our way to open doors, create opportunities, build bridges, lend a hand up to advance women with more intentionality and generosity – we will move the dial way faster, together.

At age 3, I became one of the Lost Boys – the 20,000 children who were displaced and orphaned by the civil war in Sudan. My father had been killed and I was separated from my mother and sister. For 13 years, I lived in refugee camps along the Ethiopian border. Hunger, fear, and abuse were part of my daily life. At age 17, I received a chance to leave it all behind and emigrate to the United States. I am one of the lucky ones and I vowed to not take that for granted and help others. I started the Humanity Helping Sudan Project to aid refugees like me and then founded a company called 734 Coffee to help fund educational programs for these refugees. Jay and I come from very different backgrounds but we both feel like the lucky ones and Jay’s fight for gender equality is his passion and I salute him for it. We now help each other in common cause, as we have become valued advisory board members of our respective organizations.

The Rosenzweig Report puts a needed spotlight on a long-standing issue – the failure to properly mentor and promote women so that they can reach their full potential. Removing barriers and opening doors to allow women access to positions of influence and responsibility will pay dividends, not only to enhance communities and society as a whole, but in allowing girls and women to achieve their full potential. Only by opening doors, taking chances, and taking time to empower this next generation of powerful women from all walks of life, will real positive social change take form.

In the music business, success most often comes when hard work and perseverance meet up with opportunity. For women in the corporate world, it is much the same. If given the opportunity, women can make a real difference as corporate leaders. The Rosenzweig Report is valuable because it meticulously charts the lagging presence of women, including women of color, in top corporate jobs. It is a clarion call to do better.

Through my involvement with Right To Play & Giants of Africa, I have witnessed the power of providing individuals with opportunities they might not otherwise have. Protecting, educating and empowering those who have been historically disadvantaged, so they can rise above adversity and pursue their dreams is an imperative mission for all of us. Women no less than men deserve an opportunity to aspire to be all they can be and The Rosenzweig Report plays a valuable role in reminding us that, even in Canada, there is still ample room for improvement.

In order for Canada and the world to truly move forward and make real strides in both business and humanity, we must continue to push the status quo and hire talented women. Although many may think gender equality is a non-issue, the Rosenzweig Report sheds light on the work that still needs be done for us to reach our goals. With a focus and intention, we can get there.

Diversio tracks financial performance of companies around the world, and we find a clear and direct relationship between profitability and the proportion of women in decision-making roles. The Rosenzweig Report provides an important baseline for companies to set targets against and begin to unlock this opportunity.

Imagine a world where gender diversity and equality in the workplace was not an aspiration but a reality. I know we would live in a much-improved world because every person has a uniqueness to share with the world. Not every man, but every person, male or female. The Rosenzweig Report should be read by every corporation because the time is now for gender diversity and equality in the workplace to come to full fruition. Everyone should be allowed to live their one life fully, becoming all they can be through passion, love, hard work and equal opportunity. I am truly hopeful this is possible because of allies like Jay Rosenzweig.

There is an egregious lack of representation of Black, Indigenous, and Women of Color (BIWOC) in the C-Suite industry. In order to accelerate the advancement of BIWOC, organizations must ensure that there are specific strategies, designed through the lens of intersectionality and lived experiences, to address the lack of representation in the C-Suite and in board rooms.

An important element in eradicating poverty world-wide is empowering women to reach their full potential. The stark truth is that there is no country where girls and women have the same opportunities as boys and men. The Rosenzweig Report shows that even a nation as progressive as Canada has a long way to go. We should all be working to create a world where #SheIsEqual.

A someone that has partnered and employed women in senior roles and championed their growth and leadership trajectory for 30 years, I firmly believe we are on the right path towards change, but we need to accelerate the trend as undoubtedly women are smarter and more creative than men. This is something I have known since I entered the work force.

There is an indistinguishable and supremely authorized ordinance to purpose, to power, to production, to promise, to progression to destiny and to legacy. Her name is Woman- the womb man- the keeper and protector of life- of wisdom- of courage, of hope- ordained from the beginning of time. Eve. God’s most perfect gift of wholeness taken from the side of man as he slept- not yet awakened to his full Potential.

This metaphorically impresses upon all of mankind that everything he will ever need is already inside of himself. But he must wake up- for he slumbers too long.

It is the strength of Adam to be awakened to his own balance. The rhythm and hues of harmony. This equality of BE-ing.

Thank you to Jay Rosenzweig and his continuous mission to bring awareness, productivity, fight and truth to sustaining her value- reflecting her beauty- amplifying her voice. The Rosenzweig Report qualifies the infinite blessing of the feminine by fighting for its release from institutionalized and unauthorized imprisonments.

She is the vision and the visionary. Honored as the earthhonored as the mother- honored as the pillar, the profit, the poet, the provision. She is the very creative force behind the birthing substance of everything- of life itself. It is her expansion, her substance, her seed, her push, her cry and her blood that delivers eternity.

Heralds hope. Speaks to mountains. Fights as a lion. Soars as an eagle. Rests as the winter. Rises as the sun.

Dishonor her and all returns to dust and darkness.

The goal of any socially-minded investor is to ignite systemic change and maximize impact. Gender (in)equality pervades all investment spaces from mental health, to food systems, to climate change and education. Whether it be through gender diversity, women in leadership positions or gender-lens investing, striving for gender equity is not the only key to improving a company’s bottom line, more importantly, it is vital to creating a more just and equal world. The Rosenzweig Report is an essential evidence-based component that can fuel a more activist investor approach, hold companies to account, and catalyze real transformation.

I rely on the Rosenzweig Report for key metrics and an annual reminder for how much productivity we can unlock by empowering women in business.

A company can only thrive once its workforce truly embraces gender equality. Good corporate governance is the responsibility of leadership, and we should all work to strengthen the alliance between men and women in the workplace. Through inclusion and gender equity, we can become the kinds of change makers that redefine the narratives around success in business, for men and women. As a woman and HR leader, I’m passionate about a truly inclusive culture, one that leverages every individual’s background, passions, and innovative ideas, and promotes employee engagement, empowerment and authenticity. The fact that women are still not valued equally in the workplace is a global and cultural problem. As a black woman in a position to make a difference, I’m dedicated to dismantling the narrow thinking that leads to inequities in pay and professional advancement. Hiring and promoting women in all fields brings a tremendous talent pool of resourceful and industrious leaders to the workforce, and our unique perspectives and insights lead to better decision making. The quickest solution to fix the lack of women in leadership roles is to hire women in leadership roles. Period.

I am confident that smart organizations will begin to see that often diverse leaders, who see things slightly differently, can be a tremendous asset in being able to grow an organization into new sectors, embrace innovative thinking and suffer less from “Group Think”. The Rosenzweig report is an excellent way to shine a light on the facts – the number of women in leadership roles in Canadian publicly traded businesses and how it is (or is not) changing year over year.

We need more than women in positions of power. We need women there who are clear about the purpose of power: not just to bolster structures that already exist, but to disrupt and repair them in order to serve humanity most deeply. It’s not just about women - it’s also about children, about men, about animals, about the planet. If women are evolving, it’s for a much greater purpose than mere pay equity. It’s so we can rise up and recreate the world.

There’s a return journey happening for women worldwide. In Ancient Eastern tradition in India, there has been a reverence for the goddesses. As women continue to increase their inner powers, we will witness a full return of their presence, as a sustainable and empowering force for society.

To close the gender gap, we need to understand it. The Rosenzweig Report shines a light on the problem of too few women leaders in corporate Canada. Business leaders should use this data to push for change. Hiring and promoting talented women isn’t just the right thing to do. It’s a core business imperative.

Only when women are on equal parity with men in all spheres of activity we will be ready for a more peaceful just sustainable and healthy world.

My mantra has always been that we're not here to just exist, but to impact people in their lives. As a songwriter and singer, in songs like 'Rise Up', I have tried to inspire people to reach deep within themselves, no matter the adversity; to move mountains. For women, one of those mountains exists in the business world. I believe the Rosenzweig Report inspires women to reach for the top as leaders who can impact others for good.

Beyond political will, it takes moral and conscious will to make gender equality a tangible change in every company. Thanks to the important work of the Reosenweig Report, all those who care about gender equality will keep at it until real change is felt.

Women are the backbone of a progressive society, and yet it is so hard to be a woman, especially a woman of color. While it is difficult, we see women stepping up everywhere. The 116th Congress, for example, recently made history with the number of women and African-American and Hispanic members sworn into office. Women should not have to fight this fight alone. We all have our blind spots, and we need each other. Jay Rosenzweig deserves kudos for tracking the number of women in leadership roles for the past 14 years, and for his actions and advocacy for change. Only through measurement and education can we hold one another to account, and spur greater action to affect the positive transformational change

Congratulations to Jay and the Rosenzweig Report for putting facts and figures to how far we need to go to achieve a degree of equity for women in the workplace. Companies and societies function better with women in leadership. You can’t improve what you don’t measure. The Rosenzweig Report enables progress.

Gender equality is not just about empowering women, it is about empowering society. Equity is the source of economic and social advancement for all. And the only way to progress forward is when we methodically track and trace our steps. The Rosenzweig Report does exactly that. Jay Rosenzweig’s work has enabled us to hold companies accountable and to develop the strategies to move forward.

In business, financial managers control access to every senior management position. In music, only 2% of producers – the people who control which artists make the charts – are women. This means in both cases, talented women are inherently disadvantaged and as a society we may be losing half of our potential creativity, problem solving abilities and breakthrough technologies. More women controlling P&Ls, just like more women music producers will enrich our society – in business and art – in ways we have not begun to fathom.

Despite the progress that has been made in the movement for gender equality and inclusivity, there is a significant lack of Women in executive roles, and or with profit and loss responsibilities directly impacting how business are run. When in the position, women have proven we are capable of succeeding with this task. Dispelling a perceived lack of ability, rather highlighting a lack of opportunity that is cause for address. Allyship has been integral to my well-being and success. It has afforded me access, and raised overall awareness about the lack of diversity and inclusion with a focus on the intersections of gender, and ethnicity. The Rosenzweig Report is one example of accountable, consistent, and trusted allyship that has contributed to raising awareness. As matters that directly affect Women arise, it is for us to recognize how we are all impacted. And how we can all be an ally. As gender equality and inclusivity evolve, we need more courageous allies like Jay Rosenzweig and company to effect change and to increase the number of Women in profit and loss roles, who can positively impact business and the world we live in.

We can no longer claim to be unaware of the business case for diversity. The latest Rosenzweig Report reminds us that a failure to tackle the structural barriers and persisting negative (and often unconscious) perceptions associated with diverse leadership will continue to keep women and minorities out of senior roles. Despite all the evidence that diversity is necessary for strong economic performance, there remains a widely held view that a focus on diversity across an organization - but especially in senior leadership – means compromising skill or qualifications. Accelerating the pace of progress requires us to get comfortable with the fact that historically men have been given access based on potential. Women should not be held to any higher of a standard, and this should be front of mind as leaders work to ensure opportunities for women to gain experience in P&L roles. I applaud Jay Rosenzweig for his leadership and his commitment to keeping us honest about how far we have come and how much more there is to do.

It’s time for companies to realize that a corporate ladder designed entirely to suit men with stay-at-home-wives is not a ladder, it’s a strainer that will lose you a lot of great talent.

Societies thrive better, and enjoy peace and prosperity when women step up in leadership. Women are great leaders across all the fields. They get the work done. Any society that suppresses women will not ultimately progress.

In contrast to the popular belief that the number of women in CEO roles is rising, it is instead a fact that the number of women CEOs at Fortune 500 and FP 100 companies fell over the last year. Last year’s performance tells us one thing: Women leaders remain underrepresented and this won’t be easily rectified even though we’d all be better off with more inclusion. Women, like other minorities, add diversity -- a powerful antidote to “group think” that can, at times, derail an economy or even worse. The Rosenzweig Report -- offers a critical glimpse at our reality today. All interlinked to today’s efforts to put more women in the C-Suite -- we can triumph and better ourselves and shed our ignorance if we pay attention. It starts with dispelling widely held beliefs and instead looking at the facts.

As a society, we’ve elevated the conversation concerning gender equality, but collectively we clearly have a long way left to go. Legacy gender-based biases are still far too prevalent across many of our institutions and much of our daily interaction. The Rosenzweig Report has earned a reputation as a voice for change and a truly objective source in this important topic. Its reporting truly shows us where we need to work harder and smarter to identify and eradicate gender inequality and to function as a healthier society as a result.

The responsibility lies on the shoulders of current leaders in industry to promote progressive thought in teams. The inclusion of diverse talent leads to successful organizations.

Historically, women worldwide have been underpaid, undervalued, underrepresented, underfunded and underestimated. We (ALL women and men) should all be dedicated, determined and driven to change this.

In the nonprofit world, the greatest success should be to go out of business – to so fully have achieved your mission, that your organization is no longer relevant. It is my great hope that the insights that the Rosenzweig Report provokes is a bellwether of a future world in which the conversation around leadership is no longer about gender integration but about leadership, full stop, making this report superfluous. Until then, we must leverage this critical data to move the dial for all women, at all levels, globally.

Inequality can be created as a result of the best intentions. Women are often treated unequally in the workplace because doing so is ingrained in the fabric of our societal dynamics. Navigating this particular challenge is rooted in unshakeable self-belief. It is our job to educate younger females that their dreams are achievable and show a path forward by example.

For more than a decade, the Rosenzweig Report has done the critical work of defining where we as a society can and must do better to achieve gender equity in our boardrooms, our legislatures, our halls of power across industry. Advancing women’s leadership is not merely just, but – as a growing body of research makes plain –, economically and politically imperative, to maintain organizations’ competitiveness. I am grateful and excited for this year’s report, which once again shows us how.

Canada continues to rise as a global force in empowering women, thanks to the initiative of its incredible country leaders including Jay Rosenzweig. At Mogul, one of the largest female millennial platforms worldwide, we are proud to collaborate with Jay Rosenzweig in all ways possible, as he continues to help advance the state of women worldwide.

Male investors often ask why I started a fund focused on female founders. They said pigeonholing myself was a bad business decision. We are consistently proving this wrong. The data is there. Diverse teams breed success. Women raise half as much money and double the return according to a Dell study. It is refreshing to see men like Jay Rosenzweig who, like me, believes in investing in women and diversity. Jay should be commended not only for his longstanding advocacy on gender equality, years before it was in mode, but also for his personal efforts to spur change by advising so many female led businesses. Bravo! Let’s keep that momentum going. We need more men to invest in diverse teams!

It’s embarrassing that in 2018, we’re still such a long way away from a world of work where women have the same opportunities as men. The Rosenzweig Report shows us how far we still have to go to break glass ceilings and clear bottlenecks in the middle.

As someone who appreciates the value of keeping score and understands the power of numbers, I applaud Jay Rosenzweig for tracking the advancement of women in the corporate world. Progress in gender equality requires careful measurement and accountability. By presenting the facts on an annual basis, The Rosenzweig Report performs an invaluable service. As one who is passionate about defending human rights and fostering human dignity, I commend this outstanding effort.

As the breadth of workplace harassment and intimidation becomes clear, we need compassionate, empathetic leaders more than ever before. Unfortunately, women who can bring this style of leadership are often held back by stereotypes, double standards and gendered language that suggest female leaders can’t be both kind and strong. The Rosenzweig Report offers critical data about the state of women’s leadership that can help us better understand the barriers that continue to hold women back and - at the same time - challenge common perceptions about who and what a strong leader looks like.

Gender diversity is fundamental to good corporate governance. Increasing the representation of women in the boardroom helps drive and maximize long-term business success. As the Rosenzweig report points out, the body of research showing this is only growing. Investors have a large role to play in pushing for progress, continuing to call on companies to ensure their director nomination process has due regard for the benefits of gender diversity.

The inclusion of women in the workforce provides access to a tremendous talent pool of resourceful and industrious leaders. Women are leaders who will bring different perspectives and insights for better decision making in business and policy development.

The Annual Rosenzweig Report is absolutely critical to driving real change because it holds up a mirror to the fact that true equality is still long overdue in corporate Canada and our progress is too slow. This awareness enables us to collectively challenge the status quo, and work hard together to #movethedial to advance the entire talent pool tactically, with vigour, and measure our progress, holding ourselves accountable as a nation. This is what Canada needs to do to win globally in the new economy, and demonstrate the values of true diversity and inclusion that are innate to who we are as Canadians.

Enhancing equitable corporate representation of women is not only good for business – good for the economy – but is empowering women in the pursuit of justice, good governance, equality – and the making of a better Canada and a better world.

The Rosenzweig Report provides a good reminder about how much still needs to be done to achieve true gender equality in the workplace. Diversity at all levels of the organization is critical to enable and drive business success. That’s why we are committed to accelerating the advancement of women at Manulife, and to embedding diversity and inclusiveness in our culture.

We must continue to push for progress until women everywhere have equal opportunities to advance their careers, from being hired and promoted to having access to mentors and sponsors who lift them up. The results of Jay Rosenzweig’s work are important; they are a reminder that as a society, we need to do better – and I am hopeful we will.

We have to be mindful that our intention and our impact aren’t always the same. Let’s focus our society on having shared human values that make life better such as access, freedom, transparency, meritocracy, respect, empathy, courage, kindness and generosity.

It’s important that we see something of ourselves when we look into the faces of our leaders of all trades and professions. We need more leaders who recognize this. The Rosenzweig Report tells us that we still have a long way to go in terms of promoting and retaining women – including women of colour – in both the corporate and film world. We are at a pivotal point in humanity where the need to break barriers is necessary more than ever. If I can, in my own way, inspire women through my art to never compromise and to reach for the stars, that would be the ultimate blessing. The feminist struggle is not a struggle to strip men of their power. It’s a fight for equality. So let’s continue to set a precedent. We are here. We are able. And we belong.

Creating greater gender balance in leadership positions is not only important for our economy, but it leads to more innovative decision making and improved performance. To effect real change, we need men and women working together, leaning in and taking accountability to champion gender parity. It’s not a women’s issue, it’s a business imperative, and we all have a role to play.

The global drivers that are reshaping economies, societies and politics are remarkable and without precedent. Through this, diversity is emerging as a key plank of global competitiveness. We aim to lead by example when it comes to advancing talented women to leadership roles — and have been unwavering in our commitment to doing so. We will continue to push for change beyond BMO and celebrate the individuals and corporations that have demonstrated exceptional and visible leadership in the advancement of women, with the goal of inspiring and mobilizing more champions.

Endless data tells us that diverse leadership teams can crush the competition. We need more women in leadership roles, full stop. And not just at the board level but throughout an organization large or small. The Rosenzweig Report gives us the daylight to see the raw numbers so we can work even harder to disrupt them. “Because its 2015” was a fantastic quip - three years later we need business to step it up.

Fashion and education are universes apart when evaluating our knowledge of the images we see in the media daily. Advertisements have been manipulating us and guilting us into buying products for years. With the overwhelming influence of technology and social media, I found a void in educational curriculum. Why are we not learning about Photoshop and the subliminal messages in advertising that damage our body image and self-esteem? Who is responsible for the education? We all must collaborate to fight for equality, and to embrace diversity. That’s why I founded Be Body Aware. A global fashion and educational project to celebrate and educate on diversity and making changes to the universal standards of beauty. And that is why Jay Rosenzweig has been advocating for gender diversity through his report for the past 13 years. Kudos for his efforts. United we stand!

We need more female entrepreneurs and executives to be role models. To show other women, that if they can do this, so can you. Women control 80% of consumer purchasing power but women do not make up 80% of boardrooms. The Rosenzweig Report reminds us of the work we still need to do.

The fact that the Rosenzweig Report and companies like Rosenzweig & Company exist should make everyone feel better about the world economy. At Girl Starter our mission is to pay it forward by using entertainment to inspire, mentor, highlight and fund the next generation of female business owners and leaders. Jay Rosenzweig is the ultimate Girl Starter. He wants men and women to work together to end gender inequity. He is a role model and is dedicated to educating, hiring, investing and empowering women. We need more business leaders to follow the Rosenzweig example and understand that supporting women is an economic imperative.

As I travel across North America, women often share stories with me about not feeling seen, heard or accepted in their corporate roles. Their stories can be heartbreaking, yet what I draw most from these conversations is hope. These women, despite their experiences, feel an urgent responsibility to create a world where they, and those who are to follow, are not merely equally represented at all levels of corporations but also equally valued for their talents and unique contributions. I remain grateful to allies like Jay Rosenzweig whose Rosenzweig Report helps raise the public consciousness that while we have made some progress, there is still much to be done.

The sports industry is uniquely positioned to take a leadership role in the area of diversity and inclusion because ultimately in sports, people are judged on performance, and not race, gender, or sexual orientation. Workforce diversity is not only the right thing to have, it’s an essential component to driving the growth of our game and business globally.

Society succeeds when we all succeed, and the progress of women is a significant measure of overall economic success across Canada and around the world. To create equal opportunities across economic, political or social arenas, both men and women have to be involved. Women need to be willing to take calculated risks, operate outside of our comfort zone and commit to mentoring and sharing our knowledge, and men need to speak up and challenge views to ensure women have a seat at the table. Organizations that have strong diverse representation are more successful organizations – and that means that all of us feel included and have a voice that is heard.

While the statistics around women in business are discouraging, I feel blessed to have the opportunity to represent women while I’m in rooms filled with men. I’ve learned how to thrive despite obstacles, and am dedicated to sharing the space in these rooms with more women. My startup is fortunate to have a group of both men and women who are almost equally represented on our cap table. Jay Rosenzweig is one of those investors and advisors. He has always encouraged our founding team to be conscious of diversity in our workplace. Having Jay as our mentor has really helped us shape how we think about our hires, partners, advisors, and investors. He’s the motivating force that keeps my head up when I face challenges in the workspace due to my gender.

As the numbers in The Rosenzweig Report show, we still have a ways to go to achieve gender equality. But I believe that there has never been a better time to be a woman in business. I would encourage our community to push for more continued change while simultaneously ensuring that all women feel energized and enthused about the opportunities that exist for them. I would want every young woman to know that she can be herself, work hard, be true to her values, and be very successful in whatever field she chooses.

The Rosenzweig Report keeps corporate Canada and other nations like it accountable. Without data, we have nothing but assumptions, excuses, and ill-informed opinions. Data helps destroys these dispositions, and I appreciate Jay and his team’s extensive reporting to showcase the slow moving progress of diversity in corporate life.

There is no better basis for understanding how well women are advancing in Canada than hard facts. The 13th annual Rosenzweig Report shows definitively that women are not advancing fast enough. When females represent only 9% of senior management in the top 100 Canadian corporations, we know something must change—and rapidly. Men and women must be willing to share the “stage.” For that to happen men must welcome women into the ranks of senior management, and women themselves must aspire to achieve this level of management and do everything in their power to acquire that distinction. The solution, in short, is one that both genders must embrace and bring into being--shared leadership at the top.

I believe we are on the precipice of change and must seize this opportunity to accelerate the number of women in leadership positions across all sectors: business, political and social impact. Study after study, story after story, we are reminded of how vitally important the value of diverse voices are at every level of the workplace and in our communities. Women have come a long way, but The Rosenzweig Report reminds us of how far we have yet to go. Jay’s work elevates the value of female leadership and participation. Never in our history has there been a more important time for diverse voices and visions.

Now in its thirteenth year, the Rosenzweig Report has provided a critical and much required perspective with respect to gender diversity within this country’s corporate sector. Gender diversity is not only about fairness although it is also certainly about that, it is a significant component in ensuring that businesses are successful, representative and responsive. The Rosenzweig Report helps to illuminate this reality.

Multiple studies indicate that companies who embrace gender diversity and inclusion in all aspects of their business strategically outperform their peers. The Rosenzweig Report highlights how far we have come and yet it also focuses on how much more we can accomplish working together. At Nutrien we do our part to provide opportunities for women to be recognized and reach their full potential.

2017 was a turbulent and trying year to be a woman but I’m optimistic about what 2018 has in store. Women are feeling more emboldened than ever to raise our voices. Whether it’s about pay equality, sexual harassment or paid leave, we’re bringing these issues into the mainstream. The Rosenzweig Report once again provides invaluable insights about the state of women in leadership roles that illuminates how far we have to go while also charting a clear path to equality. This year I hope to see more women running for political office, more female board members, more female entrepreneurs and the beginning of a long-overdue global conversation about the abuse of male power and privilege and the objectification of women. I’m thankful for male advocates like Jay who continue to champion women in the workplace.

Progress is happening, albeit far too slow. Despite many of Canada’s largest organizations placing a focus on gender parity, the statistics continue to reveal a disappointing gap in representation in the most important of areas for influence – at the executive level and on Boards. In 2018 a bright light has also been cast on the disproportionate power dynamic that exists in many workplaces. I am optimistic that with continued focus, collaboration and the strength of many voices championing & activating better results, we can drive the change our economy, and our future generations need.

Women represent nearly half of Canada’s labour force yet are underrepresented in positions of leadership such as in Canada’s C-suite and on corporate boards. This is where decisions are made and women need to play a greater role. Progress can be sustained by throwing out traditional ideals of what a successful leader should be and embracing the diversity and talents of the women of today and tomorrow. Doing so will ensure a stronger, more profitable Corporate Canada.

As an award-winning entrepreneur, businesswoman and Women’s Success Coach, I find the Rosenzweig Report to be a great resource. It turns a needed spotlight on Corporate Canada and charts the business community’s progress in terms of allowing women to reach their full potential. It also reminds women that we need to keep pushing forward, always striving to take the initiative, to be visible and, ultimately to become so indispensable that our advancement is not just an option, but a business necessity.

For thirteen years, the Rosenzweig Report has provided insight and thought leadership on the progress we’ve collectively made. While we’ve trended upwards over the past decade, we can do better than incremental improvement. The business case has been heard, the conversations have been had and 2018 has emerged as the year to accelerate. I am optimistic we will shift from conversation to measurable action to advance women both inside the outside the boardroom. At Northeastern University Toronto, we are proud to play a role in strengthening the talent pipeline and breaking down barriers through lifelong learning and innovative programs in STEM education.

The business case for diverse leadership teams is undeniable. Just this year, McKinsey & Company found that top-quartile gender diverse companies outperformed less-diverse peers by 21%. Women bring much-needed perspective, skills and leadership styles to the table. Collecting data and tracking progress is a good first step, but it’s not enough – companies must take bold action to remove the barriers preventing talented women from reaching C-suite roles. It’s the right thing to do for employees, stakeholders and shareholders alike.

Jay has inspired our members at The XX Project empowering women in business. With his insight and executive recruitment strategies, he’s brought amazing opportunities to our network.

The Rosenzweig Report is an essential resource for all concerned with bridging the gender gap in the workplace. The excellent research and depth of knowledge makes is a useful tool for all concerned with gender equality. In spite of Canada being one of the world’s most progressive nations, we all have a long way to go in order to level the playing field. The fact that one of the world’s most prominent talent management companies produces this report indicates how important it is for there to be gender parity amongst top decision makers. Jay Rosenzweig served on the Advisory Board for One Young World 2016 Ottawa – the most international gathering ever hosted on Canadian soil – where it was truly demonstrated that diversity should be viewed as a source of strength.

This is a moment in history that we must take advantage of, when the impact of a lack of diversity among the powerful is getting the world’s attention. It seems like an overwhelming challenge, but each one of us can do our part, and the Rosenzweig Report is an important example. At Borrowell, we haven’t let being a fast-growing fintech startup stop us from making diversity a priority and one of our core values. Of course, lots of companies talk about diversity. We treat it like any other important goal - we set targets, measure key results and report on our progress. For us, diversity isn’t just about demographic stats, but ensuring that people with different life experiences feel they can be their authentic selves and contribute their unique perspectives to solving business problems. We must do better. Together, I’m confident we can do better.

The Rosenzweig Report is an invaluable reminder that the key to making real, sustainable progress is collaboration and coordination. People skills are more important than ever before, and those who focus on building diverse networks will be the successful leaders in this new economic era.

When women thrive, businesses and communities thrive. As an advocate for advancing women’s financial capability, I have no doubt that closing the gender diversity gap has far-reaching implications for the improvement of women’s financial empowerment and security. I commend Jay and his team for keeping this issue at the forefront with leaders who are in a position to bring change.

While we’re thrilled to see an increase in the number of women in positions of corporate leadership, the needle isn’t moving fast enough. We’ve done a great job in recent years focusing on women’s empowerment through initiatives like mentorship and diversity training, but we haven’t yet tackled the structural barriers that disproportionately disadvantage women in the workplace. Our one-size-fits-all, 9-5 workday is a relic of the past, one that pushes women off the corporate leadership track or out of the workforce completely in a forced choice between care and career. Of the 30% of women who leave the workforce, 70% say they would have stayed if they had access to flexibility. If we can help facilitate work-life compatibility through structured flexibility policies while continuing to focus on women’s empowerment, we can increase the number of women in leadership and rapidly accelerate the advancement of corporate gender equality.

While there’s been slow-but-steady progress with respect to women’s advancement in leadership roles, the Rosenzweig Report highlights the need for Canada to accelerate the pace of change. With a clear correlation between business success and gender diversity at the top levels of leadership, companies need to continue to evolve and grow. It is because of champions like Jay Rosenzweig, diversity in leadership will not only be a priority, but a necessity across all industries.

Women’s engagement at the leadership level of organizations is imperative to Canada’s competitiveness. It is even more important to have diverse and inclusive teams as technology becomes central to every business model. As the first female Managing Partner of PwC Canada’s GTA region, I am invested in advancing women, both in technology and the workplace, and the Rosenzweig Report is a key tool in helping us to understand how fast we are creating change. We are at the tipping point, and we can’t slow down now!

We live in a time of rapid and transformative global technological change that will inevitably impact every industry and sector not only in Canada, but around the world. To harness these opportunities and meet the challenges, we need all the best ideas at all the decision-making tables and that means diversity at those tables including gender diversity. Ensuing gender diversity is not only the right thing to do, it is the smart thing to do.

Once again, The Rosenzweig Report is the clarion call for corporate Canada. Equipped with knowledge and empathy, let us courageously lead the way in ensuring women have a seat not just at the table, but in C-suites across the country. Our society will be light years ahead once we realize that fulfilling our corporate potential is inextricably intertwined with the empowerment of women.

Women’s engagement in decision-making is essential to the success of Canadian businesses, and at the core of our values of diversity and inclusion. While Canada can be proud of its history, we have more work to do; I am pleased to be part of a government that weighs gender impacts in public policy decisions and supports a public service and public appointments that reflect our country’s diversity. I am confident that by working together, at home and abroad, we can ensure that women are not only at the table, but leading in business, government, diplomacy, security and peacebuilding.

If the success of Toronto and Canada will ultimately depend on our ability to attract and keep talent, the most sensible place to start is with the biggest of all of the underrepresented groups, namely women. For many reasons, it’s the right thing to do.

As we approach the 35th anniversary of the Charter we are reminded that equality in general - and gender equality in particular - is a foundational principle for the establishment not only of a just society but one that is also compassionate and humane. It will be a celebratory moment when we can achieve gender equity in corporate leadership.

Each year the Rosenzweig Report serves as an invaluable reminder that the advancement of women is proceeding incrementally at best in many C-suites and boardrooms across the nation. By aggregating and quantifying results, the Report highlights the fact that only modest gains are being made, hopefully providing a fact-based impetus for corporate Canada to move beyond more talk and get straight to more action.

The Rosenzweig Report serves to educate and brings public awareness to the fact that the cause of gender diversity is not just about pushing females forward. It’s about doing what’s truly good for everyone. Change is occurring when it comes to diversity in society and business because we now recognize how valuable it is to get input from diverse voices. What’s more, the millions of women and men who marched worldwide on January 21 for gender equality cannot be ignored. It is Our Turn.

Employing a diverse workforce is unquestionably the right thing to do, but it’s much more than that. For us at the NBA, we know that a diverse and inclusive culture produces better business results. When it comes to the basketball court what matters is how good your game is, and we see increasingly the business world is embracing this meritocratic ethos as critical to success.

Businesses are beginning to wake up to the fact that investing in women gives them a competitive edge. Cultivating female leadership isn’t a feelgood corporate program; it’s a business opportunity. As an angel investor, my focus on female-founded startups has certainly paid off. Research proves this as well: tech companies led by women achieve a 35 percent higher ROI on average than those led by men. The Rosenzweig Report is required reading for companies that are ready to get serious about this opportunity.

As Canadians, we have the capacity to bring together the diversity of the people and social progress. Men and women are working together to develop our businesses and ultimately ensure prosperous economic and social development for our communities. I am looking forward to continuing to contribute to creating better conditions for women entrepreneurs by defending more access to capital, and promoting stronger networking and support. This will not only be a benefit to women but also to our society. We have to continue to work together for the growth of our businesses, to position Canada in international markets in order to contribute to creating a better world.

It’s time to really double down on our efforts to support the advancement of women entrepreneurs, women in leadership roles and women decision makers. I’m excited by the prospects of working with female CEOs both here in Canada and the United States on what we can collectively do to make a difference and move the bar. Jay’s report will keep us honest. It will take significant effort, changes and commitment from both male and female leaders and CEOs to create a world where both our daughters and sons will have an equal chance at significant leadership positions. I’m up for that challenge.

As a member of the joint Canada-United States Council for the Advancement of Women Entrepreneurs and Business Leaders, I rely on the Rosenzweig Report for key metrics and an annual reminder for how much productivity we can unlock by empowering women in business.

As business leaders face more challenges, disruptions, and transformation in this new world, they will need more diverse ideas, innovation and creativity to improve performance in their companies. Women offer a different lens and perspective that can accelerate the unleashing of these new ideas, innovation and creativity. The world is changing fast and leaders and institutions need to create very inclusive cultures to release this talent and energy. If there were equity in leadership positions at the top of our organizations, our businesses would be stronger, more nimble and more sustainable. It’s our time.

Advocating for and supporting the advancement of women to senior leadership roles is a key priority for BMO and an important part of our 200 year history. From being the first Canadian bank to promote a woman to a Branch Manager role to our focus on increasing the number of women in leadership roles across our business, we are proud to support female leaders within our bank and in communities across the country.

It is exciting to see the ratios changing in the Rosenzweig Report. Companies that reimagine work from a women’s perspective position themselves for future success as they unlock engagement from this huge segment of the workforce and economy. Today, women earn the majority of educational degrees, account for the majority of the labor force, control the majority of wealth, and drive an estimated 70-80% of consumer spending with their purchasing power and influence. Changing the ratio is about competitive advantage vs obligation.

“Despite positive change, and excellent diversity champions and initiatives underway, the stats in the Rosenzweig Report are a necessary call to action that we need to do more to move the dial in Corporate Canada. It is our full talent pool that will make us more competitive on the global stage. There is great opportunity in 2017 for us to collaborate more deeply as a business community towards this end, weaving our initiatives and tactics together to make greater and faster change. We are stronger together.”

“We see from studies such as the Rosenzweig Report that although Canada has experienced growth in recent years in the number of women appointed to senior ranks, the proportion of top female executives has climbed more slowly. That I’m only one of a handful of women occupying the chief executive role within Canada’s publicly-traded companies underscores this sluggish pace of progress. If you look at some of the most successful organizations, it is no coincidence that you will find strong gender diversity up the management chain. Diversity brings alternate, unique experiences and perspectives that enable better problem-solving, and contribute to stronger operational efficiency and organizational performance. Without this balance, the glass ceiling moves from a gender limitation to an organizational weakness.”

“I never think that in my male-dominated profession of architecture that I should get a project because I am a woman rather than simply being the best person for that job. I am a woman entrepreneur who is not in the corporate structure, but every day I am in the workplace creating jobs bringing them into my philosophies of lead by example and carpe diem. Over 25 years, I have watched women retreat away from the workplace as the balance of family and work is not an easy dance. For women to advance, we need to value what is important in life which is family then work. Create an environment that celebrates excellence in people, then success in your profession flourishes. Through Jay Rosenzweig and his team continuing to do the important work of measuring and analyzing the progress of women in the workplace, we will have a reminder to constantly change our approach to maximizing the output from women so that we not only compete but elegantly conquer.”

As Canada continues to empower women, it empowers itself. At Mogul, we are incredibly proud to provide women across the country with information access, economic opportunities, and education, thanks to the guidance and support of incredible Canadian leaders such as Jay Rosenzweig, who works tirelessly to help advance the state of women through this important annual report as well as powerful initiatives worldwide.

Seven continents, 82 countries, 673 marches - more than 5 million people globally showed up on January 21, 2017 to advocate for legislation and policies to protect women’s rights amongst many other important issues. People, mostly women, from completely diverse backgrounds and ages, united together in a historic peaceful protest. I was lucky to be in D.C. with one of my daughters where I witnessed tremendous energy and strength of those in attendance. Women’s rights in the workplace, in the community and in the government are not only important but essential to the wellbeing equation for any country, community or corporation. As women assume more leadership roles in our governments, in our communities and in the companies we work for or help to create, the payoff for everyone dramatically increases. We have made vast strides in North America but we must do better to make sure that women are compensated equally, have access to higher education and leadership opportunities. Social gender equality highly correlates to higher incomes, better human rights and greater individualism. What’s good for women – turns out to be good for all. Thank you, Jay, for this valuable and honest accounting of women’s status in the workplace in Canada.

As President and CEO of UNICEF USA, I have made it my mission to help build a world that puts children first, where every girl and boy has equal rights and can grow up healthy, protected from harm and educated. A key piece of this is ensuring that we work to eliminate gender inequality, giving girls an equal place in society. From grassroots initiatives in the field to corporate partnerships built in the boardroom, I have witnessed the tremendous power, productivity and potential of women when they enjoy full participation in the development of their communities. To create a brighter future for the next generation, we must continue working to ensure that all girls – all children – around the world are empowered to lead full and productive lives.

“Empowering women is a business need - the vast amount of research linking gender diversity to better business results is undeniable. We need to take action to get there - we need all genders to lean in. The Rosenzweig Report is a great way to keep us all accountable for the progress that we need to make.”  

Innovation in the Israeli ecosystem is not only in leading technology R&D. It is also in spearheading social change, where woman are encouraged and empowered to start and lead their own businesses, be entrepreneurial and pursue their ideas and dreams. But there is still ways to go. In my 10 years of professional experience as a business leader both in the private and public sectors, I’ve experienced firsthand the difficulties and challenges for women to go up the corporate ladder, and how much harder we have to work to gain professional recognition.

We need to integrate more women into this ecosystem. As a start, I think that all women who have broken the glass ceiling should share their fortune and actively reach out to female colleagues and offer mentorship, guidance and support, to help them grow in this competitive world and assume leadership positions. I’m proud to be part of a strong and professional women led company and an ecosystem that promotes and empowers women.  

“There is some encouragement to be had with more women now serving on Canadian Boards of Directors and occupying senior executive positions than previously. But the numbers remain low. It has been well-demonstrated that those companies drawing on the talents, diverse mindsets, and leadership skills of women, attain better business outcomes. The Rosenzweig Report plays a critical role in showing a realistic profile of where we stand today, and, in exposing Canadian businesses to the clear benefits of bringing women into the C-suite and onto corporate boards. To make broad, meaningful progress requires us to understand the current gaps that exist with a lack of diversity at the top of many Canadian corporations, along with the great competitive value to be had in championing progress in this area.”

“Simply put, empowering women is empowering Canada. The struggle for human rights, for women’s rights, for equality, is the struggle for ourselves. In what we say, and more importantly, in what we do in this case and cause for equality in general, and women’s rights in particular, we will be making a statement about ourselves as a people. Accordingly, we must ensure that the struggle for gender equality is a priority on the national and international agenda.”

“The Rosenzweig Report is a useful report card proving that Canadian companies are not doing enough to promote women into the highest levels of corporate leadership. I am personally proud of the fact that I was recruited into Manulife by a senior female executive, that Manulife led large publicly-traded financial institutions globally when our Board elected Gail Cook-Bennett as Chair back in 2008, and that 36% of our independent directors are now women... but there is clearly more to do here and elsewhere. Along with other forms of diversity, promoting capable women is just smart business.”

As a woman born into a generation whose mothers wore boned girdles while our older sisters burned their bras, I grew up with the false belief that opportunities would abound. I applaud the progress made to date, but this year’s report shows just how far we still need to go. And not just to gain access to the C-suite, but to those basic needs that insure survival. Gender-based discrimination is one of the most ubiquitous forms of discrimination that children face. We must work harder to provide girls around the globe with what they need to move up whichever ladder they choose.

“While the trend line is positive, this year’s Report shows how much more needs to be done. As half the population is female, their under-representation in corporate leadership means Canada’s business elite is missing some of its best potential talent. When half the federal cabinet and 30% of Canada’s provincial premiers are female, and Linda Hasenfratz is Chair of the Business Council of Canada (formerly CCCE) it’s time for corporate Canada to up its game. After all, it’s 2016.”

“There is a profound generational change underway as female executives are increasingly taking their place in the ranks of corporate management. In time, they will also take their place in ever increasing numbers among the Named Executive Officers as corporations draw upon their full talent pool for their leadership. I am proud that BMO Financial Group is a national leader in this respect.”

“The Rosenzweig & Company Annual Report 2016 provides important analysis about the accomplishments women continue to make as business, non-profit and public-sector leaders. I have always taken such great pride in the number of smart, strong-willed and successful women who hold executive leadership roles at Mississauga City Hall, and in important positions throughout our City. We can always do better and the insights from the Rosenzweig & Company Annual Report 2016 can position all organizations and emerging female leaders to reach higher, and break through glass ceilings.”

“We all know the old saying that what gets measured, get’s done. Let’s hope this report keeps moving the yardsticks.”

“While the numbers appear to be relatively flat year over year, I am encouraged by the leadership we have seen in Canada coming from men like Prime Minister Trudeau and Jay Rosenzweig, who bring the issue of gender equality to the forefront. I am hopeful that these efforts will ignite corporations to speed up the pace of change.”

“An increasing number of women on boards of directors is encouraging and is likely to lead to more executive officers, too. The number of female directors in Canada now exceeds 20 percent so I’m confident the number of women in the executive ranks will begin to increase at a faster pace as the pipeline continues to develop and companies continue to focus on the value of diversity.”

“We’ve seen good progress with women in executive roles in corporate Canada and I’m proud of the work BMO has done to support female leaders across our bank. This is an important journey, and like most marathons, the last mile is often the hardest and the most rewarding. While there’s more work to do, I’m confident that with such strong talent across many industries, we’ll continue to see more women excel in executive roles.”

“Corporate Canada lags globally when it comes to gender diversity in corporate leadership and this comes at a cost to the competitiveness of our economy. The decline in women in top executive roles in 2015 indicates that the vast majority of companies in Canada have not made a commitment to making progress on gender diversity in executive roles and on boards. In a country that is in significant need of greater innovation and productivity, it would seem obvious that capitalizing on 100% of the talent pool is critical to a more competitive economy. It is time we see corporate Canada commit to making meaningful strides towards increasing the representation of women in leadership.”

“We are literally awash in research that demonstrates the benefit of diverse boards and senior management teams. Increasing the number of women on a board of directors has been linked to improved financial performance, corporate social responsibility and an increased number of women in other high level positions. Yet in both the United States and Canada, we see little change. I am hopeful that research like the Rosenzweig report will continue to inspire and push companies to realize they need to do more and that diversity brings measurable benefits to shareholders.”

“The business case that a more balanced gender (and general diversity) leadership yields better financial and other results has been made many times over. It is urgent that both the private and public sectors address this alarming and persistent imbalance with every tool available. The bottom line is that humans (especially those in powerful positions) stay entrenched and so do their advisors (like board/executive search firms who search only for those their clients want them to search for). A system like this breeds stasis or incremental change at best. A more open, innovative and, if necessary, compulsory system will allow for greater and faster executive and board diversification to take place thus yielding greater value for all stakeholders, including shareholders.”

“It is fortunate that we have the 11th Annual Rosenzweig Report on Women in Leadership Roles in Corporate Canada. It sets the record straight that corporations need to be much more aggressive in promoting women to top positions. Not only is it in women’s best interest to do so, but it is in the best interest of companies that want to succeed.”

“Organizations must think more creatively and holistically about ways to engage, retain and advance women to the most senior ranks. According to a recent study Amex co-sponsored with Women of Influence, while 50% of women would define themselves as ambitious, only one-third see the C-suite as attainable and only onethird even aspire to it. There is huge opportunity to close this gap and organizations have a significant role to play here.”