Canada’s technology sector is thriving, but gender gaps persist—especially in technical and leadership roles.
Earlier this summer, KPMG in Canada’s Vancouver office hosted an event with the B.C. chapter of Women in Tech Canada to tackle this challenge head-on. The evening featured insights from the Honourable Brenda Bailey, a panel of women in leadership, and group mentorship sessions aimed at breaking down barriers and fostering connection.
Techcouver sat down with Jillian Frank, Partner and National Leader of Legal Transformation, Technology and Managed Services at KPMG in Canada, to discuss the event, the challenges women face in tech, and the concrete steps leaders can take to create a more inclusive industry.
Tell me about the recent event held at KPMG in Canada’s Vancouver office.
JF: KPMG hosted an event organized by the B.C. chapter of Women in Tech Canada to bring together women and allies at different stages of their careers. There was a presentation by the Honourable Brenda Bailey, a panel discussion from women in leadership roles, and then group mentorship sessions between all participants. The purpose was to engage in open and honest conversations about the challenges women encounter and share ways to break down barriers and support more women to step into leadership roles in the tech industry.
It was such a positive evening with lots of connection, knowledge sharing, and mentorship happening all around.
What are some of the challenges for women in tech?
JF: Women are underrepresented in the tech industry in many technical and leadership roles. This impacts women both professionally and personally. Gender bias impacts hiring and promotions when a woman’s contributions are not recognized or valued in the same way as her peers. At a personal level, being the “only” woman is isolating, and women miss out on the connection and mentorship opportunities that are so important to developing and thriving at work.
Why is it important for organizations, like KPMG, to bring awareness to this issue?
JF: Raising awareness is the first step toward lasting, meaningful change. When we shine a light on building inclusive workforces it not only opens doors for underrepresented groups, but also builds stronger, more creative companies that reflect the communities they serve.
It was really encouraging to hear personal stories from women at the event who are actively demonstrating resilience and grace as they navigate the challenges of working in the tech industry. These women are thinking deeply about how they can make a difference, which will pave the way for future generations and build companies that future tech stars want to be a part of. We have a lot to learn from these women, and I hope we can facilitate more events to hear about the exciting and creative ways they are reducing bias in technology and the tech industry.
How can we improve the gender-gap and get more women in leadership positions?
JF: As a start, it helps to have mentorship programs to connect women with people who’ve already navigated the path to leadership, can offer advice, encouragement, and maybe even open some doors along the way. It’s also important to invest in leadership training designed specifically for women, so they learn how to build a sense of belonging and navigate bias and other barriers that women face in their careers.
It also helps to make hiring and promotions open and equitable with diverse panels, clear criteria, and regular checks for fairness. Setting real, measurable goals for getting more women into leadership makes a difference, too.
Finally, women (and many others!) thrive in workplaces that are supportive, flexible, and intentional – places where they can contribute the full extent of their skills and knowledge. There isn’t a one-size-fits-all solution. Tech leaders need to be deliberate about identifying the barriers to gender equity in their organization and taking action to ensure that women have opportunities to fully contribute.
What changes do you hope to see in the future?
JF: I’m always working towards changing the way people see and experience equity, diversity, and inclusion. I hope that most – if not all – Canadian business leaders see how important it is to create workplaces that are fair, where no one feels isolated and sidelined because of their gender. An inclusive tech sector helps us build solutions that meet the needs of customers in Canada. In the end, the more diverse we are, the more potential we have to spark real, Canadian-made innovation and I’m really excited for that future.
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