Who We Are

Women in Governance supports women in their leadership development, career advancement and access to Board seats.

Women in Governance : women and men working together towards parity, diversity, and inclusion!

Women in Governance (WiG) was founded in 2010 to support women in their leadership development, career advancement and access to Board seats. The alarming statistics on the number of women in senior management positions or on Boards are what motivated the creation of this non-profit organization.

Research demonstrates that companies and organizations with a greater number of women at the executive level or on the board tend to perform better financially. Allowing women to progress without glass ceilings or sticky floors is therefore not only in the interest of women, but a good business decision, as well as a great benefit to the economy and society overall, particularly in a context of talent shortage.

Things have changed a lot in the past 50 years, but not fast enough! According to the World Economic Forum, it will take more than 200 years to reach parity. WiG helps change the timeline through its advocacy for mobilization towards the cause, hosting and partnering on major events featuring prominent thought leaders and world-renowned speakers, a governance training program, mentoring programs for executive and professional women, a dynamic social media exchange platform, as well as its Parity Certification.

Available across Canada and the United States, the Parity Certification—developed with the pro-bono support of McKinsey&Company in 2017—helps organizations increase the representation of women in sectors where they have historically been underrepresented, as well as in senior management positions. Accenture, Mercer, and Willis Towers Watson support the Women in Governance team in the assessment of applications. Its robust questionnaire not only evaluates parity at the decision-making level of an organization, but also assesses the implementation of mechanisms that enable women at all levels of its hierarchy to achieve career advancement, thus creating a pipeline of female talent. Particular attention is also given to intersectionality to ensure that Black women, women of color, indigenous and LGBTQ women, as well as women with disabilities are not left behind.