The impact of the COVID-19 pandemic continues to blur the boundaries between work and personal life, increasing stress and making it difficult for employees to remain focused and effective in their jobs. But the pandemic also presented an opportunity to rethink how we work—recognizing that no one single initiative is the solution.
These challenges have disproportionally impacted women, and delayed progress toward diversity, equity, and inclusion (DE&I). Our 2021 research found that, although DE&I is prioritized across Canadian organizations, there have only been marginal improvements within the talent pipeline.
Despite experiencing even more challenges, 31 percent of women managers provided emotional support to team members, compared with 19 percent of men managers. In order to have a sustainable impact, organizations could enact policies and programs that support women.
Looking ahead
As the COVID-19 pandemic continues to impact us all, organizations must remain focused on navigating this unprecedented challenge. At the same time, there is an opportunity to drive a fundamental change in the way we work. Our 2021 research has shown that although DE&I is seen as a priority across Canadian organizations, not enough concrete action is being taken to remedy the under-representation of women throughout all levels of the talent pipeline. People of colour—including male employees alike—often experience challenges at higher rates than their white counterparts. In particular, women of colour continue to face even more barriers in the workplace, such as a lower likelihood of being promoted, a higher likelihood of experiencing microaggressions, and less support from male colleagues. Organizations must embark on a holistic change program. They must take accountability for their DE&I commitments and implement the supportive programs and policies that all employees need for equitable access to opportunities in the workplace. Moreover, organizations must establish a foundational environment of inclusion by shifting mindsets and creating a shared understanding that DE&I is beneficial for everyone.
Hear from McKinsey Experts
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How workplaces can become safer and more inclusive spaces for women
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Research shows that women experience more workplace microaggressions than men and face more retaliation for speaking out. It’s time for organizations to get strategic about making change
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Women are still falling behind at every step of the career ladder. How can organizations make real change?
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McKinsey research shows that little progress has been made in the last few years. Sandrine Devillard looks at why it’s happening and what needs to be done to reverse the trend
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The talent pipeline for women is blocked, especially for women of colour. How can companies do better?
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To make true progress, DE&I can’t just be lip service, says Natasha Bergeron. Real change requires companies to take the problem seriously
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Canada, a global leader on gender equality, has seen progress stall over the past 20 years. Further tapping into women’s potential could reenergize Canada’s economy and its businesses.