Grants and Contributions

Through this 19-month project, the Young Women’s Christian Association of St. Catharines will build its capacity to advance gender equality. It will address the need for more developed organizational fundraising and advocacy capacities. The project will include developing new fundraising and advocacy strategies in consultation with community stakeholders, operationalizing the use of an ethical prospect database, and training staff on the implementation of the new advocacy and fundraising strategies.

Through this 20-month project, Terra Centre for Teen Parents will build its capacity to advance gender equality. It will address increasing the organization's funding sources through hiring a grant writer to secure funding from various sources. This will help support the organizations continued growth and ability to expand services and help address limited staff capacity. The project will include evaluating the success of the grant writer and determining if there is value in retaining the position on an ongoing basis after the projects end.

This 18-month project will address Pathways to Leadership’s (PTL) capacity to advance gender equality by the continued development and promotion of the PTL program. The organization will develop an outreach strategy to increase awareness of this innovative model with community-based non-profit organizations in the lower mainland and beyond. This project will build capacity and create a well-resourced and sustainable organization that supports racialized immigrant and refugee women in their social, economic, cultural, political and civic integration into Canadian society. This will be done through the development of a sustainability plan, implementing policy and procedures, developing a donor outreach and financial strategy and training board members on grant applications.

Through this 31-month systemic change project, METRAC will help advance women’s economic security through systemic change. Specifically, the project will address systemic barriers to the employment success of Black women by exploring the intersectional impacts of race and gender, and while examining the association with gender-based violence. They will develop community-led resources to challenge biases and promote cultural sensitivity. They will promote these resources in the relevant communities (including employment agencies) to create a more culturally informed workforce where discrimination is challenged, and positive change is fostered. An external evaluator will measure and assess the impact of the systemic change project.

Through this 18-month capacity-building project, Monthly Dignity will strengthen its capacity to advance and promote gender equality. This will be achieved by: 1) enhancing governance structures and strategic oversight by strengthening and diversifying the Board of Directors, implementing a 5-Year Strategic Plan, and revising organizational bylaws and policies; and 2) enhancing their fundraising capacity by developing a fundraising strategy, applying for registered charity status, and securing funding from diverse sources. The results of this project will strengthen the organization’s sustainability and contribute to their long-term ability to advance gender equality and promote menstrual equity in Montreal.

Through this 19-month project, the Carrefour des Femmes du Grand Lachute will build its capacity to advance women’s equality. The organization will address its need to acquire the tools to maximize its impact and fulfill its mission. The project will include creating a three-year strategic plan and developing a communication and visibility plan.

Through this 18-month project, Transition House Association of Newfoundland and Labrador will build its capacity to promote gender equality. It will address the need for a client-centered and standardized approach to the collection of data. The project will include the development and training of a shared data collection framework for all transition houses in the province. It will also develop a knowledge mobilization plan to ensure better resource allocation, advocacy, and capacity building for data-driven planning and action towards meaningful social change.

Through this 18-month systemic change project, GCT#3 Representative Services will help advance women’s economic security and prosperity. Specifically, the project will research and address some of the barriers faced by Treaty #3 women in the workforce. The project will 1) develop a set of internal principles and a guiding vision statement for the project; 2) undertake an analysis of barriers and experiences of Treaty #3 women in the workforce; 3) conduct consultations with partners and community engagement sessions; 4) create and support networks and forums for women in the workforce; and 5) develop and advocate for policies and pathways forward that improve the experiences of women in the workforce. An external evaluator will measure and assess the impact of the systemic change project.

Through this 18-month project, Victoria Faulkner Women’s Centre will build its capacity to advance gender equality. It will address the need for effective organization wide communication and assess options to increase access to diverse employment options. The project will include enhancing organizational communication capacity, implementing a communications and social media strategy, rebranding and renaming the centre and completing a feasibility study for the creation of an employment training/placement service.

Through this 19-month systemic change project, Community Foundations of Canada (CFC) will scale its Communities for Gender Equality cohort program to advance women’s economic security & prosperity, and representation in leadership and decision-making roles in each of WAGE’s 5 regions. It will scale to a new learning cohort of up to 20 of the 206 community foundations that serve communities from coast to coast to coast. The project will work with participating community foundations to: (a) incorporate gender equality into operational or board-level policies and practices ensuring gender parity and increasing women’s leadership in positions of power; and ∕ or (b) change internal pay structures and hiring policies making a sizable impact on their community’s gender-pay gap, © move assets into portfolios incorporating a gender lens and explore the expansion of the program to include intersectional investment programming on climate and sustainability, and (d) work with donors to start funds focused on supporting gender equality.