Today, Resch is the inaugural President of the Women’s National Basketball Association Toronto franchise, which will begin playing in the 2026 season. Previously, she was a senior leader at the Toronto Raptors men’s basketball team for 11 seasons, programmed basketball for 104 locations of Life Time Fitness, and began her career in International Basketball Operations at the NBA League Office.

“If you can see it, you can be it,” said Vanessa Lewerentz, moderator of the afternoon keynote panel at Catalyst Honours on 7 October 2024 in Toronto. Chief Inclusion Officer for BMO Financial Group, Lewerentz interviewed Teresa Resch and Sarah Nurse, two trailblazing women working for equal opportunities and reshaping Canadian athletics in the session “Leveling the Playing Field: Canadian Women’s Sports and the Pursuit of Equity.”

For Resch, this was true. She discussed a college experience at a national tournament when she became aware of a career path in sports organizations. “It was the first time I ever saw a job in sports that wasn’t a coach or a player and it really opened my eyes to the opportunity to work in sports,” she said. Unlike [Sarah] Nurse, Resch knew she wasn’t going to be a professional athlete but before that experience she didn’t know the options.

Equity in women’s sports is improving and diversity is good for business, Resch explained. “People in sports are looking for any sort of competitive advantage. And what became very, very clear is when you have women and people with diverse mindsets impacting your decision-making, that elevated your performance.”

Creating safe spaces and increasing visibility

To achieve gender diversity and gender equality in sports, you need to create workplaces that support them, according to Sarah Nurse, a record-breaking ice hockey Olympic Gold and Silver medalist who plays for the Canadian Women’s National Team and the Professional Women’s Hockey League Toronto Franchise. A champion of change, she was integral in developing a single, viable professional women’s ice hockey league in North America.

Nurse spoke about “creating spaces in sports where women actually feel comfortable and safe. Because I know for myself for so long growing up, I didn’t feel welcome in a lot of sporting events and even talking about sports because I always got really talked down to. And I know what I’m talking about when I talk about hockey, but a lot of men don’t think so.”

She doesn’t want girls and female athletes today to experience that. “If they want a career in sports, if they want to be athletes, they should be respected and they should feel lifted up.” Nurse spoke about both creating safe spaces and accessibility, which she described as “being able to actually watch the product.” So even if women’s sports programs exist but aren’t broadcast or visible via marketing, public relations, and advertising, they are at a disadvantage.

“There’s a stat that basically says in women’s sports in totality, you have to invest three times as much to just be even with men’s since women’s sports are about 100 years behind,” Resch said. “Three times just to get even, not even progress.”

Investment, participation, impact

“I think for women’s sports professionally, specifically commercially in Canada, in order to succeed, we need two things: We need investment and participation. And that’s across the entire funnel,” Resch said. She then asked the audience, “Where are you spending your time and energy? Are you going to games? Are you buying tickets? Are you buying league passes? WNBA league passes are $30.”

“I’m a firm believer that no impact is small, and even just showing up, buying a league pass, buying a jersey, talking about it on social media, that makes an impact, and that’s huge, especially with startups, with things that are just getting off of the ground,” Nurse said.

Speaking about the sports industry, which was created around men’s sports, Nurse said, “If I had my way, I would rebuild the whole system.” She discussed how women’s sports could benefit from different media, storytelling, marketing, and ticket sales methods. “If we lean into that, I think women’s sports are going to be even more successful than we already are.”

“There’s still a long way to go, but it’s been great to see the trajectory change, even just during my tenure,” Resch said.

Looking out into the audience, Nurse uplifted attendees: “So, just know the work that you’re doing impacts the greater society and that ultimately uplifts us and makes these things possible.”

Want to know about next year’s Catalyst Honours? Sign up now and we’ll email you when registration goes live!

The post Taking strides toward equity in Canadian women’s sports appeared first on Catalyst.

This year’s theme, the Catalyst Effect, was a powerful call to action. It encouraged attendees to collectively commit to DEI, creating a force so strong it sparks widespread change. In a year where DEI efforts have faced global pushback, this framing was particularly urgent. As Julie Cafley, Executive Director of Catalyst Canada, emphasized during her remarks, “We need to focus on fixing workplace systems, not fixing women.”

Through personal stories and strategies, the event’s 50+ expert speakers provided a key message: DEI is not only about fairness but about unlocking the full potential of a diverse workforce. In particular, this year’s nine Catalyst Honours Champions emphasized the need for sustained action in DEI and celebrating small wins, noting that progress takes time.

MC Angie Seth, Senior Reporter/Host at CBC, highlighted some of the positive changes, sharing that for the first time in history, a third of the top corporate board positions in Canada are held by women. While we have made great strides, she said, there is still much to be done to reach true gender equity across sectors.

Here are 5 takeaways from 2024 Catalyst Honours:

1. It’s time to be vocal about DEI
   According to Catalyst research, 93% of employees believe that it’s important for their organization to be vocal about DEI efforts.

   During the session “Race and the Future of Work: Advancing Workforce Equity in a New World,” Abhishek Sarathy, AVP of Diversity, Inclusion & Belonging at Canadian Tire, stressed, “DEI is not a cost—it’s a gain.”

   Addressing gender and racial equity is essential for creating truly meritocratic, inclusive workplaces that maximize economic and productivity benefits. The message was clear: organizations need to be loud and proud about their DEI commitments.

2. DEI is about creating safe workplaces mentally, physically, and emotionally

   During a lightning talk on “The Invisible Load: Women, Aging, and the Caregiving Conundrum,” Moira Klein-Swormink, Principal, Branch Development, Edward Jones Canada shared her personal experiences of juggling career and caregiving responsibilities. She emphasized that organizations must foster work-life balance and build cultures that normalize caregiving conversations.

   Similarly, the panelists on the session “Health Equity: An Intersectional Approach to Wellbeing and Work,” discussed how workplace health equity involves understanding and addressing diverse employee needs—from mental health and perimenopause to trans healthcare and neurodiversity.

   Harriet Ekperigin, Vice President of Mental Health at GreenShield, urged that “Organizations should engage with employees, ask them what health and well-being mean to them, and make necessary adjustments to benefits and policies to reflect their needs.”

   DEI efforts must create spaces where employees feel safe to bring their whole selves to work.

3. The key to Indigenous reconciliation: commitment and accountability

   The crucial intersection of Indigenous reconciliation and workplace inclusion cannot be ignored when addressing the ongoing challenges and opportunities in creating equitable and respectful work environments for Indigenous peoples.

   “A Call to Action: Indigenous Reconciliation and Inclusion in the Workplace” stressed the urgency of Call to Action 92 from the Truth and Reconciliation Commission about corporate responsibility. Business leaders must take a role in driving this change, and ongoing commitment is essential.

   “Reconciliation belongs to everyone—with everyone understanding their shared accountability,” said Myan Marcen-Gaudaur, Director, Social Impact & Reconciliation, Scotiabank.

   The time is now to confront uncomfortable truths about colonialism, and hiring managers must push beyond their traditional networks to find talent. Organizations need to integrate Indigenous inclusion into their core strategies, recognizing the unique historical and socioeconomic barriers Indigenous communities face.

   As Richel Davies, Director, Inclusion of Indigenous Peoples, Scotiabank noted, “Indigenous culture and innovation benefits us all.”

4. We need to look across sectors for new solutions

   DEI leaders can learn important lessons by looking to industries other than their own.

   Both the afternoon keynote “Leveling the Playing Field: Canadian Women’s Sports and the Pursuit of Equity” and the Deloitte-sponsored breakout session “Peak Performance Through Equity: Reimagining Workplace Excellence” looked to the world of elite and professional sports for insights.

   “People in sports are looking for any sort of competitive advantage. And what became very, very clear is when you have women and people with diverse mindsets impacting your decision-making, that elevated your performance,” said keynote speaker Teresa Resch, President, WNBA Toronto.

   Additionally, in STEM industries traditionally dominated by men, Delaney Krieger, RSE Interior Systems Mechanic & Career Support Specialist from Build a Dream shared her experiences of navigating an environment not designed for her during the panel “Rising Innovators: Women Leading the Charge in STEM, Tech, and Trades.”

   Organizations across industries must look at diversity as an asset that boosts innovation, performance, and workplace culture.

5. When it comes to AI, “Use it, experiment with it, but always verify it”

   The final CEO Session “Leadership at the Intersection of AI and DEI” discussed how AI can democratize opportunities, but only if governed responsibly.

   Pamela Pelletier, Country Leader at Dell Technologies, emphasized the importance of curating data to reflect organizational values, while Kathleen Taylor, Chair of Element Fleet Management, advised, “Use AI, experiment with it, but always verify it.”

   The biggest lesson? AI has the potential to be a powerful equalizer, but organizations must ensure that their AI models don’t perpetuate bias.

Want to know about next year’s Catalyst Honours? Sign up now and we’ll email you when registration goes live!

The post Fix systems, not women: 5 takeaways from Catalyst Honours appeared first on Catalyst.

Growing up in Montreal with a teacher mother, lawyer father, and sister, Jodie excelled at school and placed regionally in math competitions. When she became a mother, she took her own daughter to work for events like National Women’s Day so she could see “not just me, her mom, but other women succeeding and thriving in a work environment,” Jodie says. Jodie serves as a role model and mentor for many young people. For example, she designed and led a course on AI and analytics at a girls’ school and established an analytics employee engagement council at Manulife to address diversity, equity, and inclusion concerns. She focused on recruiting and promoting women, including transitioning women from other fields into AI roles, providing training and mentorship.

Of AI, Jodie says “Because it’s brand new, that means it’s brand new for everyone – it’s new for men, it’s new for women. We’re not starting from a place behind. There aren’t 20 or 50 years of legacy of men doing certain jobs that we need to break into. This is…a level playing field and it’s a fantastic opportunity for women who are interested in this space to get in at the ground floor.”

In addition to AI, Jodie is enthusiastic about parental leave because of how it has changed the conversation about women in the workplace. “There seems to be a much greater appreciation of the role women and men play as equals and I think one of the reasons for that is parental leave. I think when men started to take leave and experience being primary caregivers and understand what it’s like to really balance the two roles in a super personal way, it has started to change the attitude and the feelings around the workplace, and I think it’s been an incredibly, incredibly positive change.”

Passionate about fostering inclusion and diversity, Jodie champions initiatives such as the Women in AI community and the AI4Good Summer Lab and serves as an executive sponsor for Manulife’s Shalom ERG. Jodie’s dedication to empowering women in technical fields, coupled with her commitment to innovative problem-solving, exemplifies her profound impact on advancing diversity, equity, and inclusion in both the workplace and the broader community.

To hear from Jodie and other gender equity and DEI champions, attend Catalyst Honours on 7 October, 2024.

Why Jodie is a Business Champion:

• AI4Good Lab: Since 2017, Jodie has been a guest speaker at the AI4Good Summer Lab, which offers hands-on learning, mentorship, and economic support to increase participants’ AI skills and positively impact society. The program has graduated 236 women and developed 55 social-good projects.
• Employee Resource Group Shalom: As the Executive Sponsor of Manulife’s Shalom ERG, Jodie supports Jewish colleagues and allies, mentors ERG leadership, and promotes cultural awareness. The ERG provides programming and resources to celebrate Jewish heritage and advocate for Jewish employees, fostering an inclusive environment.

The post Jodie Wallis: Fostering the next generation of women leaders appeared first on Catalyst.

Today, however, as Director, Culture, Inclusion & Leadership, Pembina Pipeline Corporation, Debb reports that “I’m exactly where I need to be personally and professionally and even, I would say, spiritually.”

Debb’s commitment to social justice has always driven her career, but her path was never linear. “The anchor and beacon for all of [my work] is wanting to make social change … in particular going into settings where we really feel and believe that the change is needed most,” Debb says. This commitment to changing society for the better carried her from consulting to pursuing an academic career in social work and back again, and finally to her EDI role at Pembina.

“I took a chance on them and they took a chance on me,” she says of her move from consulting to Pembina. She and the company are equally committed to making change, and her role has allowed her to create a more inclusive culture in ways that are deeply meaningful to her.

When Debb was growing up, there was a lack of visibility for LGBTQ+ people, and her memory of this void fuels her commitment. “I knew that when I started at Pembina, I was going to be open about who I am … I hope that it creates some level of representation and visibility for people here that are part of the LGBTQ+ community.” She now regularly returns to Sarnia to visit Pembina’s site and celebrate Pride with employees there, explaining, “For me, representation … is essential to how I do my work; it’s absolutely built into my DNA.”

Debb’s efforts are also inspired by her 15-year-old son. “I knew that when my son came into the world … part of my work would be wanting to shift male norms … I kept thinking, ‘If we can make change in this area, if we can engage men in pursuit of gender inclusion and gender equity for everyone … real change is possible.’”

Debb’s goal for her work at Pembina? To create a space where “whoever you are, wherever you are, you belong here.”

To hear from Debb and other gender equity and DEI champions, attend Catalyst Honours on 7 October, 2024.

Why Debb is an HR/DEI Champion:

• Inclusion Networks: Debb initiated and developed five Inclusion Networks at Pembina—Pride Pembina, Women’s Inclusion Network, Multicultural Resource Network, Indigenous Inclusion Network, and Men’s Mental Health Inclusion Network. These groups foster community and belonging by addressing EDI topics for employees from marginalized groups and allies.
• Conversations for Change (C4C): Debb leads this company-wide platform where storytelling and personal experiences of employees are centered in discussions on EDI topics. By nurturing relationships and facilitating ongoing connections among panelists, Debb promotes empathy, compassion, and allyship.
• Field-based EDI Support: Debb directs Pembina’s Culture, Inclusion, and Leadership strategy, focusing on operational and field sites to enhance women’s representation and inclusion. Key to this strategy is the “EDI Operations” role, dedicated to fostering engagement and retention strategies for women in rural and remote field locations.

The post Debb Hurlock: Fostering belonging in the energy sector appeared first on Catalyst.

It wasn’t her intention to pursue a career in diversity, equity, and inclusion—Shaina studied media and history and worked in advertising. Her career took the turn because “in the same way that I felt like I wanted to be a part of a community at the very beginning, I was really driven to help others feel like they have that. Because during the pandemic, I think a lot of people felt very alienated, felt very alone. And so, I wanted people to feel like they had a place and a space. […] It’s branched into different things and into a few different areas to the extent that I guess I’m kind of known now at Google as someone that you can go to as it pertains to D&I and initiatives that involve community and support.”

This ability to take care of others can be traced back to her experience as a young girl caring for her four younger sisters after her parents separated. “I think seeing my mum go through a lot of stuff has taught me that I can do hard things and that I think has helped me a lot and helped me help others,” she reflects.

An experience in a yoga class helped shape Shaina’s commitment to inclusivity. She wanted to experience the benefits of yoga but found that her physical limitations precluded her from full participation. She then embarked on a yoga teacher training course to learn how to teach people with various limitations.

Another physical pursuit—dragon boating—helped her better understand teamwork and community. Growing up in South London, Shaina had never heard of this activity. Now she describes her first team sport as providing “an element of being one among the community and having responsibility in support of—and taking the responsibility for—the community within the boat […], which I had to learn,” she says. “I think I learned a little bit more around consideration for how others do things because we don’t all do things the same way.”

Now, as the head of BGN Canada, Shaina leads a team of 14 across three pillars: External Communities (partnering with Black ERGs, supporting Black-owned businesses, fundraising); Internal Communities (organizing events for Black+ Googlers and allies); and Professional Development (mentorship and career growth programs).

With a collaborative spirit and unwavering commitment to DEI, she has fostered a more inclusive environment through expanded programming, strategic external partnerships, and increased member engagement. Shaina’s dynamic leadership extends beyond Google to the tech industry at large, where she has consistently spearheaded impactful DEI initiatives.

Shaina is a catalyst for positive change, inspiring the tech industry to break down barriers and create equitable workplaces where everyone can thrive.

To hear from Shaina and other gender equity and DEI champions, attend Catalyst Honours on 7 October, 2024.

Why Shaina is a Next Generation Champion:

• Contribution to DEI at Google: In addition to her work with BGN, Shaina has held roles as Platforms Canada DEI Lead, Americas DEI Contributor, Americas Canada DEI Community Representative, and Black@ALCS Canada Lead. Her contributions amplify DEI efforts across Google, shaping inclusive practices and community engagement strategies.
• Black Renaissance Event: Shaina orchestrated the impactful Black Renaissance panel and networking event, a collaboration among leading Toronto tech companies, in July 2023. This event, which brought together more than 100 Black tech professionals for career-focused discussions, underscored Shaina’s leadership as Google’s key representative on the organizing committee.

The post Shaina Riley: Building inclusive communities at Google appeared first on Catalyst.

Katie went on to earn both an MBA and JD and rise to the rank of President and CEO of Four Seasons Hotels & Resorts.

Very competitive and often the only woman in a room throughout her career, Katie refers to herself as “a little bit of a purple squirrel.” She is quick to note that although she didn’t have a lot of female role models, she did have “huge, huge support from male mentors and sponsors all along the way. They helped my career and pushed me to places even I didn’t think I could go.“

Katie reflects on her mother’s influence modeling ever-important soft skills. “She had what I came to learn was extremely high emotional intelligence, something that she passed on to all of us. She always had great wisdom around difficult and thorny issues and had a wonderful, wonderful touch on how to treat people no matter the circumstances,” Katie says.

After leaving the corporate world, “the mainstay of my philanthropy work has been sickness.” She lost her brother Chris to cancer while she was in graduate school, and “our family’s ties to Sick Kids were immeasurable,” she says. “I started as Director, became Chair of the foundation, and I currently serve as Chair of the hospital board. It’s been 20 of the most fulfilling years of my life,” she says.

Encouraging others to volunteer, Katie says, “Pick a place where you think you can have impact [and] where you can be passionate about the work. These are also endeavors where you can…develop, deepen, and broaden your networks, and in many cases develop truly lifelong friendships.”

A trailblazer and unrelenting advocate for women’s advancement, particularly within executive and corporate leadership across Canada, Katie’s ongoing advocacy and dedication inspire and drive progress toward a more inclusive and representative world.

To hear from these gender equity and DEI champions attend Catalyst Honours on 7 October, 2024.

Highlights

• Trailblazing Across Industries: Katie was the first woman to chair the board of a major Canadian bank, guiding RBC and its board through a significant period of growth and international expansion. She has demonstrated outstanding leadership and governance skills as well as multifaceted business expertise across industries.
• Advocating for Working Mothers: As a Founding Visionary of The Prosperity Project, Katie’s advocacy was instrumental in garnering support for national daycare initiatives, further enhancing women’s workforce participation.
• Honors & Awards: Katie’s impact has been recognized through numerous accolades, including her appointment as a Member of the Order of Canada, induction into the Canadian Marketing Hall of Legends, and as the recipient of several honorary degrees.

The post Katie Taylor: From CEO to philanthropist appeared first on Catalyst.

Pamela had a paper route as a child, and later she handled money working as a cashier and making bank deposits for a community center. After graduating from university and beginning her financial services career as a bank teller, “I talked to my managers and leader about opportunities and what I needed to do to get there. I took courses, worked extra hours — worked any hours they wanted — because I knew that if I worked hard and told people what I wanted to do I would get there someday, and I did.”

That’s not to say that there weren’t hiccups. For example, there was the time that she applied for a position and the hiring manager said that she didn’t get the job because it was between her and a man, and the man had a family to take care of. “It was very eye-opening very early in my career,” Pamela says. Another manager told her that she couldn’t have a career and a family “and I said to him, ‘You do both: You have a family and a career.’”

Both of Pamela’s parents worked outside the home. “I was not neglected because my mom worked,” she says. “That was the one thing that I really wanted to make sure that my kids saw … Don’t let the world tell you what you can and can’t do. If you want it, you can do it. Sometimes it takes a support system around you, but you can do it.”
Pamela stands out in the financial services industry, where only 18% of C-suite positions are held by women.¹ She spearheaded vital initiatives including impactful programs supporting women investors and leaders, all while emphasizing the importance of paving the way for future women CEOs and fostering diversity in senior leadership across the financial services sector.

Pamela emphasizes the importance of inclusive hiring. She actively collaborates with her teams and talent directors to strategize on inclusive approaches to recruitment, including reviewing the language used in job descriptions and making accommodations as needed. This approach aims to attract diverse talent and reflect the demographics of MD’s client base.

Recognizing the underrepresentation of women in investment management, Pamela aimed to inspire more women to become portfolio managers at MD’s Private Investment Counsel. She sponsored a talent initiative, personally engaging with potential women candidates to encourage their career growth. Thanks to this effort, over the past 30 months 34% of new hires have been women and 25% of leadership roles in MDPIC have been filled by women.

“I feel an obligation to make sure other women don’t experience what I did,” Pamela says.

To hear from Pamela and other gender equity and DEI champions, attend Catalyst Honours on 7 October, 2024.

Why she’s a gender equity champion:

• Project Diana: Pamela initiated Project Diana to address the unique financial needs of female physicians, creating a program that enhances their financial confidence. By surveying 500 women physicians and using their feedback, Pamela developed a values-based financial planning experience tailored to women. This initiative aligns with the Scotiabank Women Initiative, extending its impact to all Scotiabank women clients.
• Women in Leadership: Pamela designed the Women in Leadership program to foster career advancement for women at MD, offering mentorship, leadership training, and strategic work rotations. Since its launch in 2018, the program increased women’s representation in targeted leadership roles from 37% to 40% within 18 months, with significant promotions and career advancements among participants. Today, women make up half of MD’s executive leadership team and 58% of all employees.

Endnotes

1. Danielecki, P., Hazuria, S., Rogish, A., Shemluck, N. (2023). Advancing women leaders in the financial services industry, 2023 update: A global assessment. Deloitte Insights.

The post Pamela Allen: Breaking Barriers in Finance appeared first on Catalyst.

Toronto, September 17, 2024 — Sarah Nurse, Toronto Sceptres star forward and two-time Olympian, and Teresa Resch, President of the WNBA Toronto, will keynote a fireside chat at the 2024 Catalyst Honours Conference & Dinner on 7 October. They will discuss the unique challenges, gender disparities, and systemic barriers in athletics that have impeded equity in women’s sports. Catalyst Honours is hosted by Catalyst, the global nonprofit promoting gender equity and workplace inclusion, in Toronto and online for a global audience.

Nurse is a professional hockey player for the Canadian Women’s National Team and the Professional Women’s Hockey League Toronto Franchise, the Toronto Sceptres. She won Olympic Gold and Silver and is a three-time International Ice Hockey Federation World Champion. Off the ice, Nurse is an entrepreneur and advocate. As one of the only women of colour in a male-dominated sport, she is a leading voice on diversity and inclusion in hockey.

Resch is the inaugural President of the WNBA Toronto franchise, which will begin play in the 2026 season. She has been a leader in basketball development at the global scale for nearly 20 years. For 11 seasons she was a senior leader at the Toronto Raptors, bringing basketball to the forefront of Canadian sport.

Additional just-announced sessions and speakers for the conference include:

• Demystifying AI Bias: Empowering Canadian Workplaces With Equitable AI, featuring a conversation with leading CEOs moderated by David Morgenstern, CEO, Accenture Canada.
• Rising Innovators: Women Leading the Charge in STEM, Tech, and Trades, focusing on stories and real-life examples of the positive impacts of recruiting and developing women in male-dominated fields, especially in frontline industries, moderated by Linda Hasenfratz, CEO, Linamar.
• A Call to Action: Indigenous Reconciliation and Inclusion in the Workplace, examining the current landscape of Indigenous representation in the Canadian workforce and exploring strategies for meaningful reconciliation and inclusion in the workplace.

Catalyst will also recognize nine Canadian corporate leaders who have been named Catalyst Honours Champions for 2024. Each individual has made an immense impact accelerating progress for women by championing workplace inclusion.

Launched in Canada in 2010, Catalyst Honours recognizes exceptional role models for inclusive leadership practices. Each year, individuals are nominated by colleagues and leaders within their organizations. Final decisions are made by a selection team of Catalyst experts.

The 2024 Catalyst Honours Conference & Dinner will take place in person at the Fairmont Royal York in Toronto and online. This year’s theme, the Catalyst Effect, is a call to action to collectively commit to diversity, equity, and inclusion. Hundreds of professionals from global corporations, professional firms, governments, NGOs, and educational institutions are expected to attend the conference, sponsored by TD Bank Group, and the dinner, chaired by Canada Life.

Manulife is the 2024 Platinum Sponsor. TD Bank Group and Canada Life are Gold Sponsors. Accenture, Linamar, BMO, and Scotiabank are Silver Sponsors. Air Canada, Deloitte, Edward Jones, Element Fleet Management, Johnson and Johnson, and Shell Canada Limited are Bronze Sponsors.

Ticket packages and individual tickets are on sale now for both the Conference and Dinner events.

Contacts

Mariana Vanin
Director, Global Communications
Catalyst
mvanin@catalyst.org

The post Sarah Nurse, Canadian Hockey Star, to Keynote 2024 Catalyst Honours appeared first on Catalyst.

From her first volunteer role as a candy striper at Toronto General Hospital to the six months she spent as a volunteer teacher in Ecuador and her job counseling at-risk youth at an unemployment center, Vivian has always made it a priority to lend her support to people who are marginalized by the societies they live in.

She credits her parents with her open mindset. They “really shaped … my values around fairness … around equity and equality and respect.” They also taught her the importance of connecting with people on a human level across differences. “Having that empathy is so, so critical, I think, in the DE&I space.”

An avid traveler and former backpacker, Yoandis says her travels demonstrate that we have so much more in common than we think. This belief in the importance of making human connections stayed with her through those early work experiences where she often witnessed firsthand the realities of systemic racism and inequity that motivated her actions moving forward.

When Yoandis started at Hydro One, there was no DEI. Today, she is the Senior Manager of Diversity, Equity, and Inclusion at Ontario’s largest electricity transmission and distribution service provider.

However, the DE&I space is not without challenges. The first hurdle, in Vivian’s view, is to demonstrate that DE&I isn’t a zero-sum game in which supporting one group means disadvantaging another. She has found that “in many cases, you … need to … deal with [resistant] people individually and help them … get to a place of acceptance, of belonging, of inclusion.” She has succeeded through empathy and a willingness to listen and find out what is the root cause of their resistance.

According to Vivian, patience and persistence is key. “Sometimes progress is very, very slow. And that can be challenging. It can make you feel like you’re not doing enough. But I think it’s so important to actually relish in those small victories, celebrate those things … [to] keep you moving on.”

Role models like Vivian guide their workplaces towards a more equitable, inclusive future, where all voices are heard and everyone can thrive.

To hear from Vivian and other gender equity and DEI champions attend Catalyst Honours on 7 Oct, 2024.

Why Vivian is a HR/DEI champion:

• Men as Allies: Vivian introduced the Catalyst MARC program to Hydro One almost 10 years ago, bringing employees together to talk about gender partnership and the importance of male allyship in achieving gender equity.
• Women in Engineering (WiE) University Partnership: This program, which Vivian co-led, has both increased the representation of women in STEM fields at Hydro One and helped both boost high school applications to electrical and mechanical engineering by 169% and enrollment in the same programs at the four partner universities by 81%.
• Step Up Program: Vivian created the Step Up content at Hydro One to promote inclusion, psychological safety, and respect in the workplace. She co-leads the program, which empowers employees to “step up” when they see non-inclusive behavior or hear non-inclusive language, resulting in a 44% increase in comfort levels in advocating for inclusion.
• Cultural Embedding and Legacy: Vivian’s leadership embedded a culture of equity and inclusion at Hydro One, ensuring sustained progress and empowerment for women and marginalized groups. Her commitment and foresight have positioned Hydro One as a leader in fostering inclusive environments for all identities in the electricity industry.

The post Vivian Yoanidis: A lifelong advocate for inclusion appeared first on Catalyst.

She thought it would be a good summer job, but 38 years later, she is still there. “I never had a reason to leave,” she explains. “From the very beginning, I had this sense of belonging. … It’s not always so easy to find that and you don’t have to be excluded from something to not feel included.”

“There was a shift that I had to do from being in the restaurants to … being in a corporate environment. I had to all of a sudden go from wearing a uniform every day to now I needed to have outside clothes and … project myself in a different, professional way.”

She credits her success to the circle of trusted colleagues and mentors she built around herself, reminding us that “none of us can do what we do alone. So … get your thought partners, find your advocates, find your mentors, find your sponsors, [and] build a community to help and support you.”

Through the example of senior leaders at McDonald’s, Simone also learned that it’s possible to be both powerful and kind, as well as the importance of “staying true to what you believe in … knowing and being yourself, standing by what … you do, and above all else, being kind to others. And if you’re able to do all … of those, you will be successful in anything that you try.”

Now a senior leader herself, Simone asks, “how do I give back and how do I shift from being a consumer of opportunities to being a producer of opportunities for other people?”

This is a question that can guide all of us as we look to champion diversity, equity, and inclusion in our workplaces and communities.

To hear from Simone and other gender equity and DEI champions, attend Catalyst Honours on 7 Oct, 2024.

Why Simone is an HR/DEI Champion:

• Women in Leadership Representation: Simone spearheaded local adoption of global targets to increase women’s representation in senior leadership at McDonald’s Canada. Her strategy integrated gender balance into talent review and succession-planning processes, and McDonald’s Canada achieved parity two years ahead of schedule.
• Mentorship Program: Simone led the development of a program that paired diverse employees with leaders at all levels of the organization. Participating mentees advanced their career goals and augmented their skills and confidence to build deeply authentic relationships.
• Operator DEI Playbook: Simone conceived and developed this pioneering tool, which empowered 265 Owner Operators across Canada with resources to accelerate women talent and foster inclusive cultures. The playbook exemplifies Simone’s grassroots approach to driving DEI change within McDonald’s.

The post Simone Alleyne: Creator of Opportunities appeared first on Catalyst.