Grants and Contributions

Through this 20-month project, Safe Transitions will build its capacity to advance gender equality. It will address the organizational need to improve planning and fundraising capacity and to expand its network of partners to respond to the increased demand for its services in Toronto and the GTA area. The project will include developing a board-approved multi-year strategic plan, applying for and receiving charity charitable status, developing a grant funding plan, and expanding its network of organizational partners.

Through this 24-month project, Les Femmes Michif Otipemisiwak (LFMO) will uplift Metis youth into positions of leadership and advocacy both nationally and within their communities. Metis youth will have opportunities within LFMO to provide their unique perspectives on all policy files within the organization. To achieve this, LFMO will undertake several mixed method engagement approaches to ensure a wide-reaching and accessible outreach methodology. Building upon the data collected during LFMO's initial Metis-youth engagement project with WAGE, the project will focus on increasing opportunities for improved, ongoing connections across the Metis Nation Motherland among Metis youth and LFMO, for knowledge transfer between Metis youth and Metis Elders and for consistent Metis youth representation across all LFMO's Policy files, particularly in gender-based violence, environment and climate change. In addition, the project will scale geographically, by implementing and offering opportunities to Metis youth on a national scale. During the project, ongoing project evaluation will occur, and at the end of the project a report will be developed with findings and other recommendations for Federal partners.

As a result of this project, Metis youth will have greater involvement within LFMO enabling them to provide input into Metis priorities and policy development around topics of concern for Metis youth. This project will create a structured plan for exchanges and next steps and will emphasize the importance of culturally and traditionally relevant Metis teachings for youth.

Through this 20-month project, the Scarborough Women’s Centre will build its capacity to advance gender equality. It will address the need to increase long-term organizational capacity to meet and support the unique needs of marginalized women aged 55+. The project will include 1) conducting community-based research and building community connections to better understand the current barriers and needs of marginalized senior women and existing resources; 2) developing trauma-informed workshops for marginalized senior women; and 3) integrating knowledge from community-based research and consultation to inform organizational programs, services, staff resources, and the development of a tailored outreach program for marginalized senior women.

Through this 20-month project, Centr'Elles will build its capacity to advance equality. It will address the need to renew the strategic plan, update policies and procedures, and recruit qualified staff in order to assist francophone women in Northwestern Ontario in a manner that is inclusive, culturally appropriate and sensitive to intersectionality. The project will include the development of a five-year 2025-2030 strategic plan, the creation of new policies and procedures, and the implementation of strategies to recruit female members to the Board of Directors. It will also include the development of human resources management strategies with training sessions tailored to the technical skills required of staff, and the renewal of collaborative links with francophone and anglophone partners.

Through this 20-month project, Bridget's Bunnies Pregnancy and Infant Loss Foundation will build its capacity to advance gender equality. It will address limited capacity to engage with key stakeholders, including underrepresented groups affected by pregnancy and infant loss; dependence on a single revenue source that creates vulnerability to economic fluctuations; and governance constraints that impede the organization’s capacity to meet growing demand for services from impacted communities. The project will include a thorough review of current operations that includes engagement from diverse stakeholders and will be followed by the development and implementation of sustainable finance, governance, and partnership and communication strategies.

Through this 20-month project, Métis Central Western Region 2 Council Incorporated will help advance women’s representation in leadership and decision-making roles through systemic change. Specifically, the project will address systemic barriers within women’s representation in around Prince Albert, SK by establishing a partnership network, and inviting representatives from the community of Indigenous women, girls and two spirit people to share lived experiences and identify gaps to employment.

Stakeholders and partners from the labour market in Prince Albert, from the hospitality/restaurant, construction/roofing, automotive and service industries will be invited to participate in discussions to address these barriers to employment, review recommendations and develop new strategies for more inclusive hiring processes. The organization will develop HR policies and procedures and engage with change makers to adopt outcomes for policy change in their workplaces.

An external evaluator will monitor and assess the project’s impact and effectiveness throughout the lifecycle of the project.

Through this 20-month systemic change project, the Partance women’s employment centre will top up the Osez contribuer à changer les mentalités! project to advance women’s economic security and participation in male-dominated sectors. The initial project, which focused on 3 sectors, will be extended to cover all fields mainly held by men in the Drummond RCM. In addition, this project will take an intersectional approach involving trans and non-binary individuals. In so doing, it will eliminate the barriers faced by all women + who wish to work in a non-traditional field. To that end, a study will first be carried out with members of the 2SLGBTQI+ communities to understand their specific issues and develop expertise to create tools adapted to diversity. The Partance, centre d'emploi pour femmes will assist partner businesses by equipping management and managers but will also go further by directly educating workers about best practices for inclusion. Linkages with educational institutions will be extended to all trades, and a network of models and mentors striving for healthy and inclusive environments will be developed.

Through this 32-month systemic change project, Pitch Better Inc. will help advance Black women’s economic security and prosperity through systemic change across Canada. Specifically, the project will address systemic barriers to the participation of Black women in the digital and green economies, where they remain significantly under-represented. The project will nurture a new wave of technology businesses led by underrepresented groups. The project will do this through the implementation of an enterprise accelerator program for Black and equity-seeking women founders, culminating with sponsorship to participate in a pitch competition. An external evaluator will measure and assess the impact of the systemic change project.

This 20-month systemic change project will help advance the economic security and prosperity, and representation in leadership and decision-making roles of women, and people who identify as women, by engaging employers to create inclusive workplaces in order to harness their talent, reduce absenteeism, retain employees, and enhance performance. Work Wellness Institute (WWI)’s Workplaces Working for Women: Employer Development Program will offer tailored initiatives addressing ongoing workplace barriers such as gender bias and stereotypes, pay inequity, harassment, challenges to work-life balance, limited access to mentorship and opportunity, lack of representation in leadership, and absence of policies and accommodation addressing pregnancy loss or menopause in the workplace. Utilizing research and educational programs, the project will influence systemic change in workplace culture. Key activities include: strengthening WWI's network by collaborating with employers, advocacy groups, and academics; planning and hosting two conferences to facilitate cross-collaboration and discussion on emerging issues; developing educational resources and toolkits for inclusivity and three eCourses, (including tailored orientation packages and focusing on responsive work processes and environments for women's advancement); piloting an in-person training workshop with HR professionals to support implementation of the eCourses’ content and employee handbook; and continuously engaging stakeholders and updating materials for relevance and impact. A comprehensive external evaluation plan will also be implemented to assess program effectiveness with external stakeholders.

Through this 20-month project, The Redwood will build its capacity to advance gender equality. It will address the need for a more effective organizational fundraising infrastructure. The project will include (1) auditing The Redwood’s current fundraising infrastructure; (2) developing strategies to address urgent fundraising infrastructure gaps and identifying primary needs; (3) building a digital fundraising strategy and a corresponding workplan; (4) developing fundraising templates, tools and trainings; and (5) conducting an evaluation of the project.