We often hear that workplaces are meritocratic. But if that was true, would white women and people of color still be earning so much less than men? Would those board rooms be quite so male? Sarah Kaplan speaks to the National Organization for Women’s Feminism Now podcast about how the notion of meritocracy is a tool of the patriarchy, justifying bias towards the people in positions of privilege and harming the careers of people who have not had this same wind at their back.

In this episode of The Pink Tax Podcast, we speak with Sarah Kaplan, a leading expert in gender and the economy. We discuss the persistent issues of gender inequality, the challenges of proving the business case for diversity, and the backlash against DEI initiatives. We need more innovative solutions to promote gender equality, and we must recognize caregiving roles in leadership. We also dove deep into what meritocracy is, whether or not we actually live in one and the limitations of meritocracy.

Professor Sarah Kaplan, an expert on stakeholder engagement, views trade-offs between stakeholder needs as opportunities for innovation. However, navigating these challenges is far from easy. Her advice in the face of failure? Don’t give up – try something else. She appears on the Pi-Squared podcast.

For decades the ‘glass ceiling’ dominated conversations about the lack of women in executive roles. But there’s growing recognition of significant gaps at the earlier stages of women’s careers. Women often stall at the entry level. For every 100 men promoted to manager, there are only 72 women, and the situation is worse for women of colour, the report found. On June 18, The Globe and Mail hosted a webcast examining how progressive organizations and thought leaders are reassessing who gets hired and promoted at work.

In this interview for Harvard Business School’s Institue for Business in Global Society, Sarah Kaplan says that to drive meaningful change in board diversity and corporate purpose, businesses and regulators must move beyond soft-touch approaches and focus on thorough implementation and understanding of the challenges, as evidenced by research on disclosure regulations and their varied impact on firms.

Current conversations about diversity and inclusion often forget that these are not just talent management issues but affect how products, services and policies create outcomes that differ by gender, race, differences in ability, Indigeneity and other intersecting identities. In this talk, titled "Inclusive Product, Service and Policy Design: Flipping the Script on Diversity, Equity and Inclusion", Professor Sarah Kaplan shares the work of the Institute for Gender and the Economy (GATE) to explore what inclusive design would look like. Using examples from across industries and sectors, we’ll examine how a more inclusive economy could be achieved by organizations.

The Sorenson Impact Center led a roundtable discussion at the event with a group of leading impact professionals to explore the theory of stakeholder capitalism and how it is evolving for a new era of business.

Sarah Kaplan speaks to the Say Hi to the Future podcast about how research can change the conversation on gender equality and how we can turn anger into hope for gender equality and women’s advancement in leadership.

Sarah Kaplan appeared before this committee to discuss the implementation of Gender-Based Analysis Plus in the government.

New data from Ontario's biggest hospital corporations reveals barriers to leadership roles for women in the medical field. At the physician level, female surgeons earn 24 per cent less in hourly wages than their male counterparts. Steve Paikin on TVO’s The Agenda explores the gender power gap in medicine with general surgeon and researcher Dr. Fahima Dossa; investigative journalist Robyn Doolittle; and economist Sarah Kaplan.

Canadian women face an uncomfortable truth: they generally make less money than their male counterparts. And yet there’s no shortage of financial planning advice focused on how women can manage their personal expenses, invest in their future, and navigate the impact of major life events, including motherhood, that might uniquely affect their career progression. The Globe and Mail invited a group of female leaders to discuss how organizations can help women bridge the gap between personal responsibility for their wallets, and systemic inequity in levels of compensation.

Pandemics touch every aspect of society. This seminar addresses two important topics in the context of the Covid-19 pandemic: Workplace Inequality and Remote Work. Workplace inequality is pervasive. For example, it is well established that women face greater barriers for career progression compared to men. In this seminar, Sarah Kaplan (U. of Toronto) discusses how the pandemic has differentially affected women’s vs. men’s career opportunities, as well as how it has adversely affected marginalized minority groups. How can scholars use the pandemic to better understand the drivers of workplace inequality?