Grants and Contributions

Through this 33-month systemic change project, the Mining Industry Human Resources Council will help advance women’s economic security and prosperity in 4 WAGE regions through systemic change. Specifically, the project will address systemic barriers within the mining sector by improving women’s participation in, contribution to, and benefit from the mining sector. The project will do this by building a more inclusive mining workplace culture to respect and value Indigenous and diverse women; changing policies and practices at mining companies to be more inclusive and responsive to women’s needs; and enhancing sector-wide awareness and capacity to better collaborate on gender inclusion and sexual harassment∕ gender-based violence challenges. The project will support the implementation by mining companies of the new Towards Sustainable Mining (TSM) protocols approved by the Mining Association of Canada Board of Directors in 2023 on: 1) Equitable, Diverse and Inclusive Workplaces, 2) Safe, Healthy and Respectful Workplaces, and 3) Indigenous and Community Relations. The project will work with mining companies, Equity Diversity & Inclusion (EDI) sector leaders, women’s mining organizations, Indigenous women’s groups and other sector stakeholders. The Mining Association of Canada will serve as a key partner on this project. An external evaluator will measure and assess the impact of the systemic change project

Through this 33-month systemic change project, Ontario Society of Professional Engineers (OSPE) will help advance women’s economic security and prosperity through systemic change. Specifically, the project will address systemic barriers within the workplace by presenting model human resources policies encouraging flexible work hours to STEM employers in Ontario. The project will 1) undertake a literature review of workplace policies, survey OSPE members and meet with employers to understand their perspectives; 2) develop a Model for Flexible Work Policies and promote it with public and private sector employers; and 3) conduct and track advocacy on implementation of the Model with a range of stakeholders. An external evaluator will measure and assess the impact of the systemic change project.

Through this 33-month systemic change project, the Mining Industry Human Resources Council will help advance women’s economic security and prosperity in 4 WAGE regions through systemic change. Specifically, the project will address systemic barriers within the mining sector by improving women’s participation in, contribution to, and benefit from the mining sector. The project will do this by building a more inclusive mining workplace culture to respect and value Indigenous and diverse women; changing policies and practices at mining companies to be more inclusive and responsive to women’s needs; and enhancing sector-wide awareness and capacity to better collaborate on gender inclusion and sexual harassment∕ gender-based violence challenges. The project will support the implementation by mining companies of the new Towards Sustainable Mining (TSM) protocols approved by the Mining Association of Canada Board of Directors in 2023 on: 1) Equitable, Diverse and Inclusive Workplaces, 2) Safe, Healthy and Respectful Workplaces, and 3) Indigenous and Community Relations. The project will work with mining companies, Equity Diversity & Inclusion (EDI) sector leaders, women’s mining organizations, Indigenous women’s groups and other sector stakeholders. The Mining Association of Canada will serve as a key partner on this project. An external evaluator will measure and assess the impact of the systemic change project

Through this 21-month project, the Corporation de développement économique communautaire (CDEC) de Québec will scale the Entrepreneuriat au féminin project to advance women’s access to leadership and decision-making roles through systemic change. The project will target entrepreneur support organizations working across the province of Quebec. It will address systemic barriers that hinder women’s entrepreneurial success. The project will help develop tools and activities to promote changes in entrepreneur support practices; train employees and management at entrepreneur support organizations and raise awareness of the reality of women entrepreneurs from an intersectional perspective; and support organizations in transforming their policies and programs to make entrepreneurship an environment that enables equality and diversity.

Through this 33-month project systemic change project, Legacy of Hope Foundation (LHF) will help advance women’s economic security, prosperity and representation in leadership and decision-making roles with Indigenous women.

Specifically, the project will address systemic barriers within workplace environments by developing an inclusive learning resource tailored to update current HR practices that will provide culturally appropriate information, from the voices of the demographic that experiences barriers. This resource will educate employers, amplify Indigenous women’s voices, and eliminate barriers and stereotypes, with practical solutions and tools to promote inclusive spaces, including for single mothers.

LHF will actively engage the community, including Indigenous women from diverse backgrounds, in Ontario, Quebec, British-Columbia, Alberta and North West Territories to ensure their voices and experiences shape the project and have a meaningful impact that will lead to economic security for all Indigenous women and youth.

By promoting understanding, awareness and action, this project strives to create a more equitable and respectful work environment; thereby addressing the identified needs and advancing the principles of diversity and inclusion in addition to addressing the systemic disparities facing Indigenous women.

Through this 33-month systemic change project, Greater Trail Community Skills Centre Society (The Skills Centre) will help advance women’s and gender diverse individual’s economic security and participation in the industrial and trades sectors. Specially, the project will work with women and gender diverse individuals to identify the barriers to employment in these sectors and provide employers with a better understanding of internal and external barriers to women and gender diverse individuals participation in their workplace. The Skills Centre will support employers to change their policies, practices, and work environment. An external evaluator will measure and assess the impact of the systemic change project.

Through this 24-month project, Community Legal Assistance Society will help advance women’s economic security and prosperity through systemic change. Specifically, the project will address systemic barriers resulting from sexual violence, harassment, and discrimination by increasing networks and engaging with Indigenous, 2SLGBTQIA+ and racialized communities. The project also focuses on improving policies and practices in addressing harassment and violence in the workplace and developing resources and advocating for policy change to prevent the misuse of Non-Disclosure Agreements (NDAs) in silencing complainants who experience sexual violence, harassment, and discrimination. Engagement with target communities will inform policy and law reform submission development. An external evaluator will measure and assess the impact of the systemic change project.

Through this 21-month systemic change project, the Columbia Institute will partner with the Feminist Campaign School to scale The Barriers for Retention of Progressive Women in Municipal Elected Offices Project to advance women’s representation in leadership and decision-making roles. It will scale activities in British Columbia (BC) and Alberta (AB) to implement recommendations from the original project, including providing education and policy support to local governments. In BC, AB, Saskatchewan (SK), Prince Edward Island (PEI) and Nova Scotia (NS), it will expand the values-based campaign school through a train-the-trainer model to help prepare women and gender minorities to run for local government offices. The project will also collect and analyze data in three new jurisdictions (SK, PEI and NS) based on learnings from the original research. The project will address the systemic barriers that women and gender minorities disproportionately face when running for, and serving in, municipally-held elected office, with a particular focus on those with intersecting identities of oppression. To do so, the project will produce a report detailing the research and evaluation of the impact of the workshops, and measure the reach of convening opportunities, and policy development sessions across these five provinces, and monitor the concrete changes to the wellbeing and safety of women and gender minorities in municipally elected government roles.

Through this 12-month systemic change project, York Region Women's Foundation will help advance women’s economic security and prosperity through systemic change. Specifically, the project will address systemic barriers faced by marginalized and racialized women by increasing the participation of, and opportunities for, diverse women in the labour market. The project will engage an advisory board with lived experience to lead a GBA+ assessment of systemic barriers within workplaces through surveys and focused dialogue. They will then develop a toolkit (including resources for employers, policy templates, etc.) to address inequities. The toolkit will be promoted to employers, who will be asked to commit to its implementation. An external evaluator will measure and assess the impact of the systemic change project.

Through this 21-month systemic change project, the Fédération des agricultrices du Québec will scale the Perspective+ Canada Program to advance women’s representation in leadership and decision-making roles. The project will scale to all agricultural organizations in all provinces of Canada. It will address gender attitudes in agriculture that create barriers to women’s professional development in the sector.

To achieve this goal, the project will perform a diagnosis and environmental scan on 50 agricultural organizations—particularly ones in rural areas that include people who are Indigenous, racialized, immigrants, members of official language minority communities, and 2SLGBTQI+, as well as raise awarness about unconscious bias. The project will then focus on a required systemic change in at least one agricultural organization per province; support the organizations in implementing these changes, drawing from customized tools; and monitor progress on the changes. Finally, the project will launch an awareness campaign on gender prejudice and unconscious bias surrounding women in agriculture, and then develop a network of partners to share knowledge.