In Good Company (IGC), supported by RBC Foundation, is a partnership of four organizations (Canadian Women’s Foundation, Catalyst, Plan International Canada and YWCA Canada), collaborating to advance gender equality in the corporate sector and beyond.

Our Mission/purpose:

  • To prepare women and girls to be job ready
  • To build community awareness of the barriers diverse women face to economic inclusion
  • To encourage leaders in business to take action to advance gender equity in their workplaces


Gender Equality In The Workplace

Progress achieved over the past 30 years for women in the workplace is stalling. This is especially true for those diverse women and gender diverse people who experience multiple barriers depending on things like sexuality, race, Indigeneity, gender identity, disability, class, and immigration status.

In the wake of the pandemic-fuelled economic downturn, a report from RBC revealed that women’s participation in the labour force had dipped to its lowest level in three decades, with 1.5 million Canadian women losing their jobs in the first two months of the pandemic. It was a stark reminder that all crises affect populations differently.

We now face the risk of slipping backward.

It’s time to double up efforts to target sustainable outcomes that eliminate barriers for women and proactively create opportunities for those hit hardest.

Corporate Canada has an important role to play.

What You Can Do

  • Download the essential workplace checklist to move your workplace toward gender equality.
  • to find out about IGC events, learning opportunities and resources
  • Register for upcoming events

Workplace Checklist

This checklist includes key actions that can help move your workplace toward gender equality.


  • Do you have paid internships, scholarships, and other opportunities for diverse women starting their careers?
  • Do you offer or subsidize child care and elder care for employees?
  • Do you provide increased flexibility and protections during the pandemic, such as measures for those with caregiving responsibilities (e.g.modified workweeks; flex time) and appropriate personal protective equipment?
  • Do you ensure that women who take parental & and elder care leave don’t lose out on opportunities for career growth?
  • Are diverse women included in the creation of plans to build workplace equity?
  • Are you focusing your equity efforts on those with the greatest barriers to access and who are most often subject to discrimination?
  • Have you reviewed policies and practices to reduce systemic barriers to equity?
  • Do you hold leaders accountable for their role in building equity?
  • Do you know the specific types of barriers diverse women in your workplace face? Are you asking them and making it safer for them to tell you about them?
  • Are complaints and resolutions processes robust and helpful to address equity concerns at all levels of the workplace?
  • Are you reviewing complaints and concerns regularly to improve policies and practices?
  • Do you have plans and supports in place to make equity a whole-organization priority rather than the responsibility of one or two employees?
  • Do you offer transit subsidies and/or ensure employees have safe transportation methods?
  • Do you offer supports to those who work from home e.g. digital literacy, internet access, software, and equipment?


  • Do you train and support your employees and leaders to recognize and disrupt their own biases?
  • Do you ensure job listings welcome diverse applicants and promote job opportunities in ways that they will know about it?
  • Do you require diverse slates of applicants for each open position? And do you have policies to make this happen?
  • Do you have clear, transparent criteria for hiring, development, and promotions?
  • Do you collect data on who is being hired and promoted and where the gaps lie to be able to act?


  • Do you provide development and leadership opportunities for diverse women at all levels of the organization?
  • Do you promote from within?
  • Do you have women-led, organizationally-supported mentorship opportunities?
  • Do you support leadership programs for young women and girls interested in your field?
  • Have you developed an equitable leadership plan with goals and metrics to measure progress on an annual basis?


  • Have you conducted an internal pay-equity audit to identify and address the gender pay gap? Have you stopped asking for an applicant’s salary history or other inappropriate recruitment questions that might lead to a pay gap?
  • Do you ensure that women have fair and meaningful access to permanent, full-time positions with benefits?
  • Do you have a robust and transparent pay equity action plan that includes wage setting and monitoring processes?
  • Are you transparent about pay grades so that future and current employees don’t have to guess?
  • Do you hold your hiring managers and HR employees accountable for taking actions to reduce pay gaps? And do you support their efforts?
  • Are there policies and practices that end up saddling more women with lower pay and fewer opportunities to progress?



  • Read the latest In Good Company Blog