Saadia Muzaffar
Founder & CEO,
TGC
In the twelve years I’ve spent researching and designing programs to support more women and gender-diverse
individuals (aka women+) advancement skills in science, technology, engineering, and mathematics (STEM), one
version or another of the story below comes up almost every day:
“Over the past year, despite being deeply committed to my role and consistently receiving positive feedback from colleagues, I’ve found myself overlooked for several opportunities to advance—including a position I was already acting in as a manager. These experiences have left me feeling undervalued, frustrated, and stuck, exactly like I’m on an escalator going nowhere.” – Maia K.
This reality is far too common for women+ in Canada’s STEM fields. The challenges are even more pronounced for immigrant women in STEM, who comprise 52% of Canada’s women-in-STEM workforce (Canada Centre for Immigrant Women in STEM), yet experience the worst outcomes in terms of job match, unemployment, underemployment, and wage disparities. This indicates that we are significantly underutilizing world-class talent, which is essential for the knowledge economy that Canada aims to build.
This is where organizations like TGC are compelled to ask difficult questions about the effectiveness of the traditional career development support landscape in Canada. With employees’ agency at the core, we imagine better ways of solving the persistent issues of underutilization of talent in the sectors that form the backbone of a knowledge economy.
Since 2013, TGC has been dedicated to advancing the careers of high-potential women+ in STEM and business sectors, creating pathways for professional growth, and advocating for more equitable workplaces. By addressing these systemic barriers head-on, TGC helps ensure that women+ have the opportunities they deserve to participate, lead, and thrive.
Lack of Investment in Employee Career Support Programs
As the nature of work and workplace dynamics evolve, access to skills training is crucial for the success of both employees and businesses. Workers can no longer rely on the knowledge and skills acquired during their formal education to sustain them throughout their careers.
The latest results from the Survey on Employment and Skills find that for Canadians in the labour force, the largest group (43%) has had no skills training in the past year; the second-largest group (31%) participated in training but paid for it themselves; and the smallest group (24%) had training paid for by their employer (Future Skills Centre).
Without regular employer-supported training and skills development, many employees are left to face career challenges alone. This lack of assistance is especially evident for women+ individuals in male-dominated sectors like STEM.
Does This Sound Familiar?
Over a decade of research by TGC shows that mid-career women+ often report a perplexing and frustrating range of experiences. Here are insights from some participants:
- “My manager means well but is too busy to help me chart what is next for me.”
- “I feel frustrated and underutilized, and that has really dampened my enthusiasm for work.’
- “I feel like I am on an escalator that seems to be going nowhere.”
This talent underutilization contributes to Canada’s longstanding issue of low productivity (Rogers, 2024). The loss impacts talented women+ in high-demand STEM and business sectors, affects communities facing labour shortages, and diminishes Canada’s competitive position globally, ultimately reducing the quality of life for all Canadians.
Where Can High Potential Women+ Get Career Advancement
Support?
People we work with often express that they notice career support programs for youth in STEM and leadership programs for executives. However, they rarely see support specifically tailored for the vast majority of individuals in the middle of their careers, especially those who belong to intersectional identities and who are minorities in STEM and business sectors.
“I’ve spent several years contributing meaningfully to my team, yet my growth has stalled.” Rasha A.
Receiving feedback like this from hundreds of women+ across Canada led to the development of TGC’s Catalyst, a virtual career development program for high-potential women+ in high-growth sectors. Catalyst helps women+ in business and STEM grow in their roles and maximize their potential for themselves and their employers. Over three half-days, participants learn to transform within their roles and acquire specific skills to grow their careers. They learn how to create a cohesive and compelling career story that weaves their unique training and experiences into an inspiring narrative that can go from cover letters to personal websites to LinkedIn profiles. They learn how to ‘manage up’ and give and receive effective feedback, which can help them take charge of their career advancement and recognition. Catalyst caps off with a module on how to activate your professional network so participants can stay on top of sector trends and new career development opportunities.
To make this support more accessible, TGC now offers scholarships for Catalyst participants, ensuring that cost isn’t a barrier to career advancement.
Expanding career development programs like Catalyst is key to breaking the cycle of underemployment and unlocking the full potential of Canada’s diverse talent pool.
To learn more, visit tgc.co.
