LGBTQ+ people are underrepresented on corporate boards of directors and throughout most organizations in Canada. This report summarizes findings from an analysis of representation on Toronto Stock Exchange-listed companies from 2015-2022 along with a review of the existing research on LGBTQ+ representation on boards and within organizations.

Gender-based violence (GBV) remains a global pandemic with destructive effects on the well- being of women and girls. Defined as any act of violence that results in physical, sexual, or emotional harm and suffering, GBV takes many forms, encompassing intimate partner violence (IPV), non-partner violence, and other harmful acts directed at people based on their gender expression, gender identity, or perceived gender. It can include physical abuse, criminal harassment, emotional and psychological abuse, and coercive control. For all those experiencing GBV—but especially for racialized women—leaving abusive relationships can entail significant challenges, among them surmounting barriers that prevent GBV survivors from accessing formal care and support. This report synthesizes research on barriers to accessing support services for racialized women who experience gender-based violence and the outcomes associated with access to support services that reflect the lived experiences of racialized GBV survivors.

The widespread shift to remote work during the COVID-19 pandemic has brought about many questions on the future of work. A recent survey by Microsoft of 31,000 workers in 31 countries suggests that 52% of employees are somewhat or extremely likely to prefer hybrid or remote work in the year ahead, and 53% of employees are more likely to prioritize their wellbeing over work than before the pandemic. The way that people perceive and experience work has changed drastically over the last two years. But how have marginalized workers specifically been affected by the shift to working from home? And what types of work design will best facilitate equity, well-being, and opportunity for workers moving forward?

The care economy—the economic sectors that involve paid and unpaid care, including childcare, elder care, and health care—is one of the fastest expanding economic sectors globally. But the complex work involved in this crucial sector tends to be poorly understood, undervalued, and unprioritized. The COVID-19 pandemic has brought an increased focus on care, highlighting how the lack of support for care sectors and the increasing trend of financializing access to care have placed equality and health on fragile grounds during this crisis. This report highlights key policy and research insights on addressing the challenges in the care economy.

Today, AI is used by organizations across many sectors for a variety of purposes, from hiring employees, to assessing risk, to making investment recommendations, to recommending criminal sentencing. However, it is well-known that social relations and contexts are reflected and reproduced in technology, and AI is no exception: it has the potential to reinforce underlying biases, discrimination, and inequities. Although AI can be used to benefit marginalized groups, a concerted focus on equity in AI by businesses and governments is necessary to mitigate possible harms. Here we provide a resource for scholars and practitioners for viewing AI through the lens of equity, with the objectives of synthesizing existing research and knowledge about the connection between AI and (in)equity and suggesting considerations for public and private sector leaders to be aware of when implementing AI. The key Insight: AI is a double-edged sword, with potential to both mitigate and reinforce bias.

Entrepreneurship is a key path to job creation and economic growth in the modern economy, yet women and minorities remain underrepresented. Research to date has documented some “supply side” factors showing that women and/or minorities are less likely to enter entrepreneurship and some “demand side” factors highlighting the struggle these entrepreneurs face in getting funding and other resources. This report underscores a number of debates and controversies in the entrepreneurship literature which are highlighted below along with a roadmap for a future research agenda in gender, race and entrepreneurship

In the face of climate change, rising economic inequality, systemic racism and the COVID-19 pandemic, it is time for a new set of governance guidelines. We ask now, “Where are the directors in a world in crisis?” The guidelines are based on the principle that companies must account for the interests of all stakeholders that surround them (hence, 360º Governance): (1) Corporate Purpose (2) The Board’s Duty (3) The Definition of Stakeholders (4) The Rights of Indigenous Peoples (5) Reporting on Stakeholder Impact (6) The Formation of a Stakeholder Committee (7) Addressing Stakeholder Conflicts (8) Executive Compensation Policies (9) Board Refreshment (10) Board Diversity (11) Organizational Diversity (12) Climate Change (13) Corporate Activism It also lists a number of resources for anybody looking to upgrade their board governance.

In Canada, the COVID-19 pandemic has had significant impacts on women, Two-Spirit and gender diverse people, particularly those who are low-income, people with disabilities, are members of the LGBTQ+ communities, belong to Indigenous, Black, or racialized communities or are newcomers, refugees, immigrants and migrants. More than half of COVID-19 cases and deaths in Canada have been experienced by women, yet at the same time women have faced disproportionate job loss, an increase in domestic violence due to lockdowns, and an intensification in unpaid work. YWCA Canada and The Institute for Gender and the Economy at the University of Toronto’s Rotman School of Management have partnered to create a Feminist Economic Recovery Plan for Canada, which proposes a new path forward for Canada’s economy – one that focuses on changing the structures and barriers that have made some groups more vulnerable to the pandemic and its fallout than others. The report highlights 8 pillars for recovery with a focus on supporting the care economy, investing in social infrastructure and supporting women-owned businesses.

We surveyed 69 organizations which collectively employ more than 700,000 people across Canada. The aim of the study was to document the policies and practices for supporting trans and gender non-conforming people applied by Canada’s large employers. This groundbreaking survey shows that while a substantial portion of organizations surveyed have anti-discrimination policies and training that includes gender identity and gender expression, only a fraction of these organizations have broader inclusion policies aimed at providing equitable professional opportunities for trans and gender non-conforming people.