We celebrate this year’s International Women’s Day whilst at a critical juncture for global gender equality.
Although recent years have seen progress on, for example, female presentation in leadership positions, the Covid-19 pandemic has laid bare and deepened already existing inequities:
- Women account for 70% of frontline workers – and therefore face higher health risks
- 75% of the world’s unpaid care work is already carried out by women – and according to both King’s College London and Forbes, the pandemic has disproportionally increased the time women have to spend on domestic responsibilities – creating mental and physical challenges, and risks of burnout.
- The Washington Post reports that black women are almost twice as likely to be laid off, furloughed, or have hours and/or pay reduced because of the pandemic.
- As reported by openDemocracy, Indigenous women, especially those living in remote communities, face barriers to access to healthcare – and if they do receive care, are more likely to experience discrimination and mistreatment.
Yet, we know from research by Mercer that when women thrive, our society and economies do too. To build back better post-Covid in support of a more resilient economy and businesses, we need to put the interests of women at the heart of the recovery.
Investors can play a critical role
We can continue to push for policies and practices at our investee companies that support women’s equal participation in the workforce, including paid sick leave, childcare support, care leave, professional development programs, parental leave, and flexible work arrangements.
We can advocate for better female representation at board and senior management levels, especially when it comes to BIPOC women, and ask companies to improve diversity & inclusion strategies and demonstrate that they are working to close gender and racial pay gaps.
To keep companies accountable and understand their progress, we can ask for better data on their human capital management strategy and performance by asking them, for example, to disclose to the Workforce Disclosure Initiative.
When women thrive, our society and economies do too.
Our engagement on gender equality
At BMO GAM, we have been engaging for gender equality for many years, and have expanded our focus in recognition of the intersectionality of gender, race and other categories of identity that have been historically disadvantaged. We believe that diverse workforces and boards create more resilient businesses that support long-term performance.
What we’re doing
Within our own business (BMO Financial Group)
- Set a new 2025 goal to reach 40-60% gender equity in senior leadership roles (currently at 40%)
- Recognised for sixth year in Bloomberg Gender-Equality Index
- $9.5 billion in loans to women-owned businesses in 2020
- Pledged $100,000 in grants to Canadian women-owned businesses to celebrate their innovation and resilience during the Covid-19 pandemic and provide them with support
With our investee companies
In 2020 we:
- Had 165 engagement interactions with 141 companies on diversity, equity and inclusion in 2020
- 8% of our engagements aligned to advancing SDG 5 – Gender Equality Reached 20 milestones related to diversity, equity & inclusion
- Voted against management for diversity concerns at 1,023 company meetings
During 2020 we engaged extensively with investee companies on their Covid-19 response, including health and safety of workers, and support for employees having to take time off related to illness or caring for family members, as well as support for people working from home. We continued gender diversity and equality engagement initiatives globally with a specific focus on Japan, the UK, Canada and the US. We also implemented a global voting policy with minimum board gender diversity requirements for all markets, and increased expectations in the US and Canada – in 2021 we are requiring at least 25% gender diversity on North American boards. Finally, we expanded our collaborative efforts on gender equality by, in addition to our 30% Club memberships in Canada and the UK, joining the French chapter and the US 30 Percent Coalition.
Women are often the first to feel the negative impacts of systemic ESG challenges, including public health crises and climate change. But we also need women to address those challenges: research by PwC shows that female directors consistently prioritize ESG issues in a way their male counterparts do not, and can better see the links between ESG and company strategy.
Let’s get all hands on deck in the coming years to ensure we accelerate rather than slow down progress on gender equality
Get to know the authors
Rosa van den Beemt, Vice President, Responsible Investment
Rosa joined BMO GAM’s Responsible Investment team in 2020, covering extractives in North America and specialising in voting and corporate governance, diversity and inclusion, and human rights. She also serves on the Advisory Council for the Investor Alliance for Human Rights. Rosa hails from the Netherlands and now lives in Toronto, where she loves going on canoe trips across Canada’s beautiful lakes.
Daniel Jarman, Vice President, Responsible Investment
Daniel Jarman has worked at BMO GAM since 2016, focusing on governance and executive pay. Prior to BMO, he worked at the voting service provider ISS. Daniel is a member of the ICGN Board Governance Committee. Outside of work he enjoys fishing, outdoor pursuits, and spending time with his family.