MAGAZINE

WHAT GENDER EQUALITY

LOOKS LIKE

EMBRACE NEWGROWTH

Thirstforknowledge

AWARD-WINNING BUSINESS JOURNALIST

AMANDALANGCREATES OPPORTUNITY BY ASKING ‘WHY?’

WHY DIVERSITY MATTERS

INSIGHTS FROM OUR 2012 CANADIAN DIVERSITY

CHAMPIONS

FRONT LINE ADVICE IN THE FIGHT FOR AN

INTELLIGENT WORKFORCE

with Canada’s Top Female

Entrepreneurs

TAKING CARE OF

YOURSELF FIRST

+

DEDICATED TO THE ADVANCEMENT OF PROFESSIONAL WOMEN

On November 13, 2012, in Women ofInfluence’s 2012 Winter magazine edition,and within our quarterly column “The Futureof North American Business”, we celebratedclose to 300 board directors, CEOs andsenior executive leaders across Canada as 2012 Canadian Diversity Champions.Each of these Champions were recognizedby Women of Influence for their individualcommitment and dedication to i) sponsoringand mentoring senior executive women, ii) advancing women in business, iii) leading and developing innovative diversityinitiatives and programs across Canada, iv) championing diversity in the workplace andboardroom and v) contributing significantly to thought leadership in the areas of diversityand inclusion.

Without question, this has been one of themost meaningful initiatives that we at Womenof Influence have undertaken on perhaps themost important issue for Canadian business.Following the November Women of Influencerecognition, we asked these leaders to sharewith us “why diversity matters to you, yourteam, your business and to Canadian businessbroader”. The response was tremendous.What we did not anticipate, was how deeplythis initiative resonated both personally and professionally not only by the leaders celebrated within, and across corporateCanada, but that its reach would be global in scope.

To give you a flavour of the impact that this initiative has had, our Women ofInfluence article “Celebrating Women ofInfluence’s 2012 Canadian Diversity

Champions” was not only hand delivered to the White House, as an example of theleadership Canada is taking on diversity andinclusion, it was also inspirationally sharedwith corporate boards, senior executives,employees and alumni across the U.S. andCanada, was further picked up by print andtelevised media through multiple corporatepress releases, tweeted and trended on Twitter,and has now been distributed to over one million individuals in 80 countries worldwide.

As a follow up, enclosed are insights fromjust a few of our 2012 Canadian DiversityChampions on Why Diversity Matters. The complete article that went viral whichhighlights and lists all 300 of our 2012Canadian Diversity Champions can be foundat http://www.womenofinfluence.ca/

diversity-champions/. Additional insightsfrom many more of our 2012 CanadianDiversity Champions can be found athttp://www.womenofinfluence.ca/

2012canadiandiversitychampions/

in the spring of 2013. In addition, we arealso excited to share that Women of Influenceis launching our Diversity Champions initiative to include and recognize diversityleaders in both Canada and the U.S. for theupcoming 2013 year.

Equality and Diversity Matters. In BarackObama’s inauguration speech, the Presidentspoke passionately about equality. “We thepeople, declare today that the most evidentof truths – that all of us are created equal.”As a call to action he stated, “We havealways understood that when times change,so must we; that fidelity to our founding principles requires new responses to newchallenges; that preserving our individualfreedoms ultimately requires collectiveaction.” In Canada, we have also recently witnessed Kathleen Wynne’s historic leadership win, as the first woman, openlygay, Premier of Ontario. These are changingtimes, that require decisive actions, new voices and new solutions at our political and corporate tables – and the time is now.

We know “it takes a village” to make transformational cultural, leadership and business change, but believe we as Canadianshave a unique opportunity to lead the wayon diversity and inclusion initiatives globally.It is our hope that reflecting on the collectiveinsights of these exceptional leaders encouragesand inspires many more of you both individuallyand throughout our corporations and organizations to get on the diversity band-wagon. Here’s to celebrating and encouragingall of you who continue to make such animportant mark and difference. Clearly, thetime is now and the opportunity is here!Know that we at Women of Influence arecheering you on!

32 W O M E N O F I N F L U E N C E M A G A Z I N E

WHY DIVERSITY MATTERS

LISA HEIDMAN LL.B.

SENIOR CLIENT PARTNER, THE BEDFORD CONSULTING GROUP,

NORTH AMERICAN DIRECTOR OF BEDFORD LEGAL

A Snapshot of Insights and Learnings from our Women of Influence 2012 Canadian Diversity Champions

SERIES COLUMN HEIDMANTHE FUTURE OF NORTH AMERICAN BUSINESS...

SENIOR EXECUTIVE WOMEN AT THE SENIOR EXECUTIVE AND BOARD TABLES

33S P R I N G 2 0 1 3

“Competing in a globalmarketplace requiresdiverse perspectives andexperience driven by the

best talent. Our success is determined by how we bring together this diverseteam.”JACQUI ALLARD, PRESIDENT, MANULIFE

ASSET MANAGEMENT

“AT RBC PROMOTINGDIVERSITY IS SMARTBUSINESS. TRUEDIVERSITY GIVES

US ACCESS TO THE FULLSPECTRUM OF IDEAS ANDABILITIES THAT HELP US BETTER SERVE OUR CLIENTSAND FOSTER INNOVATION.”DAVID ALLGOOD, EXECUTIVE VICE PRESIDENT

& GENERAL COUNSEL, RBC

“Diversity is the singlemost important key tosuccess for Canadianbusiness, bar none.

Regardless of the sector or profession –private, public, not for profit – we must harness the talent of everyone to ensure that we are taking full advantage of the skills they bring to the table. We cannot afford to exclude anyone. Organizations that get that will be successful. Those that don’t –that think diversity is a “nice to have” – will ultimately fail.”MICHAEL BACH, NATIONAL DIRECTOR OF

DIVERSITY, EQUITY AND INCLUSION,

KPMG LLP

“An outstanding board of directors, one that adds long term value to shareholders, is tough

to build and tougher to maintain thanmost Chairs would admit. Ensuringthat gender diversity is part of the plan will significantly enhance thelikelihood of building and maintainingan outstanding board.”DAVID BEATTY, DIRECTOR, CLARKSON

CENTRE FOR BUSINESS ETHICS & BOARD

EFFECTIVENESS, ROTMAN SCHOOL

OF MANAGEMENT

“Women are over half the population and bring different perspectives to the decision making tables. Leading edge organizations recognizethe importance of women’s perspectives and take action to create anorganizational culture where men and women, in all of their diversity,

are fully represented and can lead from their core values and authentic styles. We work to advance women’s leadership in all sectors because we know that genderinclusive leadership is vital for the advancement of organizations and nations.” CLARE BECKTON, FOUNDING EXECUTIVE DIRECTOR, CARLETON UNIVERSITY CENTRE FOR

WOMEN IN POLITICS AND PUBLIC LEADERSHIP

“Canada is uniquely positioned globally to reap the economic benefits of our diversity. Diversity is not just about corporate socialresponsibility it is about creating a real competitive advantage toachieve corporate growth.”

COURTNEY BETTY, FOUNDER, DIVERSITY BUSINESS NETWORK

“Leading through diversity of both people and perspectives meanswe’ll be building a brighter future for Toronto, as well as setting an example for cities all over the world.”RAHUL BHARDWAJ, PRESIDENT & CHIEF EXECUTIVE OFFICER, TORONTO

COMMUNITY FOUNDATION

“If we truly want to move diversity forward, we must first take ownership of addressing our own unconscious biases and developingour own cultural competence. We must understand that while diversityis about connecting across similarities, more importantly it is about

respecting and building bridges across cultural differences. The most inclusiveorganizations “get” this.”RITU BHASIN, PEOPLE STRATEGIST & DIVERSITY SPECIALIST, BHASIN CONSULTING INC.

& CO-FOUNDER, MIVOKO

“Our employee engagement surveys show us that our commitment to diversity and inclusion is our strongest cultural driver, enabling usto attract, retain and develop team members from diverse backgroundsand provide better service to our clients and customers. Our employees

recognize that they are valued for the differences they bring to the workplace,which is driving engagement and productivity and really making our organizationa great place to work.”SUSAN BLACK, VICE PRESIDENT, GLOBAL TRANSFORMATION, SODEXO CANADA

“The business case for diversity is understood, but its true valueshines through in the diversity of thought, leadership, teamwork and innovation it generates across our organization. I think one of thereal hallmarks of success for diversity will be when it becomes

truly ingrained in the fabric of our society and there is no longer a role in anyorganization that requires the word ‘diversity’ in its title.”CARRIE BLAIR, EXECUTIVE VICE PRESIDENT, HUMAN RESOURCES, SUN LIFE FINANCIAL

“Diversity is not optional. It goes directly to our firm values and strategy.We truly believe diversity makes us better at what we do. The realityis that even if we didn’t demand a diverse workforce for ourselves, our clients demand it. They want to work with teams that reflect the

diversity of their organizations. We have seen time and again that teams diverse in experience and thought provide better client results.”MARC-ANDRE BLANCHARD, CHAIR AND CHIEF EXECUTIVE OFFICER, MCCARTHY TETRAULT LLP

W O M E N O F I N F L U E N C E M A G A Z I N E34

“OVER THE YEARS I HAVE OBSERVED THAT ACHIEVINGMEANINGFUL GENDER, CULTURAL AND AGE DIVERSITYON BOARDS CAN BE VERY CHALLENGING. BUT A THOUGHTFUL DIVERSITY STRATEGY, SUPPORTED

BY PLANNING, MEASUREMENT AND EVALUATION, CAN LEAD TO DEEPER CONVERSATIONS, BETTER DECISIONS, STRONGERIMPACT, AND ALSO A MORE ENJOYABLE BOARD EXPERIENCE.”ROBIN CARDOZO, CHIEF OPERATING

OFFICER, SICKKIDS FOUNDATION

“As a low cost commodity producer in a highly competitive industry,our success or failure could well depend on its ability to capture thehearts and minds, the innovation and creativity of its people. Withouta focus on recruiting from 100% of the possible talent pool we would

be giving ourselves an arbitrary handicap. Creating teams of people with diverseperspectives and different but complementary strengths and tendencies make theteams better able to solve complex problems and expedite innovation in the midstof a rapidly changing environment.”KATE CHISHOLM, SENIOR VICE PRESIDENT, LEGAL, REGULATORY AND GOVERNMENT AFFAIRS,

CAPITAL POWER CORPORATION

“While it is understood that inclusion and diversity drives innovationand creativity, creating an inclusive culture and having diversity as a key business priority is an ongoing journey needing continuedsupport and focus. We need to find ways to shift diversity away from

being seen as a separate organizational function into a core success factor and goalof all areas that is prioritized and measured. We need to continue to find andencourage champions within our organizations. We also need to enable diversity byidentifying barriers and by changing culture and processes. These are all importantsteps in the journey towards a more inclusive environment, for our audiences, ourcustomers, our employees and our communities.”KIM CLARK, DIRECTOR, INCLUSION & DIVERSITY, CBC

“Diversity is especially crucial in today’s global marketplace. The payoffs touch every area of business, resulting in increased creativity,increased productivity, new attitudes, new language skills, globalunderstanding, new processes, and new solutions to difficult

problems. Diversity generates greater agility, better market insight, stronger customer and community loyalty, innovation, and improved employee recruitmentand retention.”SHERRY COOPER, FORMER EXECUTIVE VICE PRESIDENT AND CHIEF ECONOMIST,

BMO FINANCIAL GROUP

“WITHOUT QUESTION, WE HAVE MADE PROGRESS.HOWEVER, IT IS STILL NOT A LEVEL PLAYING FIELD FORWOMEN OR FOR ABORIGINAL PEOPLES, VISIBLEMINORITIES, PERSONS WITH DISABILITIES, OR LGBT

INDIVIDUALS. INCREASINGLY, CANADIAN CORPORATE LEADERSARE RECOGNIZING THE BUSINESS CASE FOR EMBRACING DIVERSITY AND INDIVIDUALS ARE MASTERING THE STRATEGIESAND TOOLS TO PROMOTE INCLUSIVE WORKPLACES.”WENDY CUKIER, FOUNDER DIVERSITY INSTITUTE & VICE PRESIDENT RESEARCH AND

INNOVATION, RYERSON UNIVERSITY

“WE LIVE IN ANINCREASINGLYDIVERSE COMMUNITY.EMBRACING THAT

DIVERSITY AND ENCOURAGINGOPEN-MINDEDNESS CREATESA BETTER AND MORE VIBRANTWORKPLACE FOR OUR PEOPLEAND LEADS TO BETTERRESULTS FOR OUR CLIENTS. IT TAKES COMMITMENT AND A LOT OF HARD WORK TO MAKE THE CHANGES NECESSARY TO BE MOREINCLUSIVE, BUT THE REWARDSARE LIMITLESS.”KATE BROER, PARTNER, FRASER MILNER

CASGRAIN LLP

“Diversity and inclusionin the workplace is one of our guiding principles.We are serving customers

and competing in a multicultural marketplace. It is good business to recognize that each individual brings a different perspective to the tablewhich ultimately results in better decision making.”BRENDA BROWN, SENIOR VICE PRESIDENT,

HUMAN RESOURCES, COMPASS GROUP

CANADA

“We believe that the principles and practicesof diversity, equity andinclusion strengthen the

social and economic development,growth and well-being of our studentpopulation, our employees and ourlocal and international communities.We continue our leading-edge work to aid under-represented groups, suchas first-generation college students,Aboriginals, internationally trainedindividuals and students with disabilities, championing their cause to access and succeed in post-secondaryeducation. This is diversity atCentennial College.”ANN BULLER, PRESIDENT & CHIEF

EXECUTIVE OFFICER, CENTENNIAL

COLLEGE

“We are incredibly privileged in Canada to enjoy such a richly diversepopulation and talent pool. The challenges are to recognize andembrace diverse perspectives, to allow for inclusiveness in decisionmaking and to seek out new ways to leverage cultural experiences for

a more innovative and prosperous Canada. The most important thing each of uscan do every day is to constantly challenge the biases and stereotypes we all carrywith us. When we remove those obstacles, anything is possible.”BEATRIX DART, ASSOCIATE DEAN, EXECUTIVE DEGREE PROGRAMS AND EXECUTIVE DIRECTOR,

INITIATIVE FOR WOMEN IN BUSINESS, ROTMAN SCHOOL OF MANAGEMENT

“TAKING ADVANTAGE OF DIVERSITY REQUIRES STOPPINGTO THINK ABOUT WHO’S NOT AT THE TABLE ANDCOULD BE, AND THEN MAKING THE EFFORT TO GETTHEM THERE. THE FINANCIAL AND SOCIAL PAYBACKS

FROM FULLY LEVERAGING PEOPLE’S TALENTS, PERSPECTIVESAND EXPERIENCE ARE HUGE, NOT JUST FOR THEM, BUT FOR OURSELVES, OUR ORGANIZATIONS AND OUR COUNTRY.”JULIA DEANS, CHIEF EXECUTIVE OFFICER, CANADIAN YOUTH BUSINESS FOUNDATION

“Having a diverse workforce that brings a variety of thought to thetable results in better solutions, and is just good business. I like whatStephen R. Covey said, “Strength lies in differences, not in similarities.”MARCIA DECTER, VICE PRESIDENT & GENERAL COUNSEL, CHEVRON

“It is Rosalie Bertell, a scientist, who describes monocultures as aform of “suicide” and diversity as our “survival”. Diversity of ideas,diversity of points of view and diversity of cultures bring innovationand creativity, that are so needed in public policy. This wealth of

resources is here, it would be a crime not to invest in developing it.”NATHALIE DESROSIERS, GENERAL COUNSEL, CANADIAN CIVIL LIBERTIES

“Diversity is a key driver of strong business performance. The winning formula is when diverse thoughts, and different perspectivescome together in the work place, it sparks conversations and ultimatelyleads to brilliant ideas. It becomes a catalyst and transforms the way

we look at the world and the way we respond to opportunities and challenges.”BETTY DEVITA, PRESIDENT, MASTERCARD CANADA

“I am currently writing a book on corporate board diversity aroundthe world. Norway has led the board diversification charge, and I’vehad the privilege of interviewing a number of Norwegian corporatedirectors, men and women, about their experiences. They consistently

emphasized that greater board diversity enhances the effectiveness of corporategovernance. As one director put it, “if you have different experiences and a morediversified board, you will have different questions asked”. AARON DHIR, ASSOCIATE PROFESSOR, OSGOODE HALL LAW SCHOOL, YORK UNIVERSITY

“As a growth-oriented company which has gone from 35 employees toover 3,500 in less than 10 years, I am proud of our results, not least ofwhich is that our senior executive team today is fully gender-balancedand we have a clear focus on growing our global team in a manner

reflective of the wide cultural and geographic footprint Aimia holds today.”RUPERT DUCHESNE, CHIEF EXECUTIVE OFFICER, AIMIA

SERIES COLUMN HEIDMANTHE FUTURE OF NORTH AMERICAN BUSINESS...

SENIOR EXECUTIVE WOMEN AT THE SENIOR EXECUTIVE AND BOARD TABLES

S P R I N G 2 0 1 3 35

“We all know Toronto is one of themost culturally diverse cities in theworld, so taking advantage of ourincredible breadth of experiences, cultural influences and immense talent pool is vital to the success of any organization that’s part of thiscommunity. I truly believe that diversityin the workplace leads to better performance and enhanced innovationand creativity. Diversity and inclusiongoes beyond just representation, it’sabout acknowledging the presence and impact of discrimination andensuring equity is deeply engrained in your personal and corporate corevalues.”MARILYN EMERY, PRESIDENT & CHIEF

EXECUTIVE OFFICER, WOMEN’S COLLEGE

HOSPITAL

“ULTIMATELY, A DIVERSE AND INCLUSIVE WORKPLACE IS

ABOUT BETTER BUSINESS PERFORMANCE. AT BMO, WE BELIEVE DIVERSITY DRIVES GREATER INNOVATION,MORE SUCCESSFUL ANDENGAGED EMPLOYEES, ANDSUSTAINED COMPETITIVEADVANTAGE. IT ALSO ENABLES US TO SEE THINGSTHROUGH OUR CUSTOMERS’EYES.”SIMON FISH, EXECUTIVE VICE-PRESIDENT

& GENERAL COUNSEL, BMO FINANCIAL

GROUP

“Nothing is clearer andnothing more urgent and demanding of visionary leadership

than advancing the equality andempowerment of women. Unleashingthe creative potential, voice and leadership of women is the key to global economic growth and one of the most critical issues facing humanitytoday.”LILI FOURNIER, FOUNDER, WOMEN’S

DAY LIVE

W O M E N O F I N F L U E N C E M A G A Z I N E36

PHOTO

BY THOMAS DAGG

BLAKE GOLDRING, CHAIRMAN AND CHIEF EXECUTIVEOFFICER, AGF MANAGEMENT LIMITED

CONNIE GUBERMAN, CHAIR, EQUITY COMMITTEE,UNIVERSITY OF TORONTO FACULTY ASSOCIATION AND ASSOCIATE CHAIR, DEPARTMENT OF HISTORICAL & CULTURAL STUDIES, UNIVERSITY OF TORONTOSCARBOROUGH

LISA HEIDMAN, SENIOR CLIENT PARTNER, THE BEDFORDCONSULTING GROUP, NORTH AMERICAN DIRECTOR OFBEDFORD LEGAL

DEBRA HENKE, DIRECTOR OF LEGAL SERVICES,ACCENTURE

MARK HUGHES, CHIEF OPERATING OFFICER, RBCCAPITAL MARKETS

DEAN JOHNSON, PRESIDENT & CEO, SODEXO CANADA

BARB KEENAN, SENIOR VICE PRESIDENT, PEOPLE &CULTURE AND CHIEF ETHICS OFFICER, ONTARIO POWERGENERATION

MELISSA KENNEDY, SENIOR VICE PRESIDENT, GENERALCOUNSEL & CORPORATE AFFAIRS, ONTARIO TEACHERSPENSION PLAN (OTPP)

LYNN KORBAK, GENERAL COUNSEL & CORPORATESECRETARY, MORNEAU SHEPELL

MONICA KOWAL, GENERAL COUNSEL, ONTARIOSECURITIES COMMISSION

CAROLYN LAWRENCE, PRESIDENT & CEO, WOMEN OF INFLUENCE INC.

STAN MAGIDSON, PRESIDENT & CEO, INSTITUTE OF CORPORATE DIRECTORS (ICD)

FRANK MARKEL, FORMER PRESIDENT & CEO, JVS TORONTO

EVA MARTINEZ, BOARD DIRECTOR, WOMEN INAEROSPACE CANADA

LOVISA MCCALLUM, MANAGING DIRECTOR, BMO CAPITALMARKETS

JIM MUZKYA, SENIOR VICE PRESIDENT & GENERALMANAGER, XEROX GLOBAL SERVICES, XEROX CANADA

CINDY NOVAK, PRESIDENT, C L NETWORK

ANNA PANGRAZZI, FOUNDER, NORTHERN LIGHTSAWARDS FOUNDATION

BRIGID PELINO, EXECUTIVE VICE PRESIDENT, HUMAN RESOURCES, TIM HORTONS INC.

BARBARA PETERS, VICE PRESIDENT, FOODSERVICE, KRAFT

KATHERINE POLLOCK, PARTNER, FASKEN MARTINEAUDUMOULIN LLP

DOROTHY QUANN, VICE PRESIDENT AND GENERALCOUNSEL, XEROX CANADA

JOHN RAFFERTY, PRESIDENT & CEO, CNIB

LYNN ROGER, SENIOR VICE PRESIDENT AND CHIEFTALENT OFFICER, BMO FINANCIAL GROUP

ANNE SADO, PRESIDENT, GEORGE BROWN COLLEGE

RAJEEV SHARMA, PARTNER, TORKIN MANES LLPCORPORATE GROUP

GEORGIA SIEVWRIGHT, VICE PRESIDENT, LAW ANDGOVERNMENT AFFAIRS, HP CANADA

BARBARA SILVERBERG, HEAD OF DELL CANADA LEGAL,DELL CANADA

JOHN SILVERTHORN, SENIOR VICE PRESIDENT, TALENTMANAGEMENT AND HUMAN RESOURCES, CIBC

DIANE SINHUBER, PARTNER, FINANCIAL SERVICES,ASSURANCE SERVICES, ERNST & YOUNG LLP

NORMA TOMBARI, DIRECTOR, GLOBAL DIVERSITY, HUMAN RESOURCES, RBC

MARY-ALICE VUICIC, CHIEF ADMINISTRATIVE OFFICER &EXECUTIVE VICE PRESIDENT, HUMAN RESOURCES &PUBLIC AFFAIRS, SHOPPERS DRUG MART

SEAN WEIR, NATIONAL MANAGING PARTNER, BORDENLADNER GERVAIS LLP

JOHN WEST, MANAGING DIRECTOR, NORTON ROSE

ERIC WETLAUFER, SENIOR VICE PRESIDENT, PUBLICMARKETS, CPP INVESTMENT BOARD

ANDREA YORK, PARTNER, BLAKE, CASSELS & GRAYDONLLP

DR. CATHERINE ZAHN, PRESIDENT & CEO, CENTRE FORADDICTION AND MENTAL HEALTH

JANE ALLEN, CHIEF DIVERSITY OFFICER, DELOITTE

MICHAEL BACH, NATIONAL DIRECTOR OF DIVERSITY,EQUITY AND INCLUSION, KPMG LLP

COURTNEY BETTY, FOUNDER, BUSINESS DIVERSITYNETWORK

RITU BHASIN, PEOPLE STRATEGIST & DIVERSITY SPECIALIST,BHASIN CONSULTING INC. & CO-FOUNDER, MIVOKO

SUE BLACK, VICE PRESIDENT, GLOBAL TRANSFORMATION,SODEXO CANADA

SUSAN BLACK, MEMBER, BOARD OF GOVERNORS, YORK UNIVERSITY

BRENDA BROWN, SENIOR VICE PRESIDENT, HUMANRESOURCES, COMPASS GROUP CANADA

BRENT CHAMBERLAIN, EXECUTIVE DIRECTOR, PRIDE AT WORK CANADA

SYLVIA CHROMINSKA, GROUP HEAD, GLOBALRESOURCES AND COMMUNICATIONS, SCOTIABANK

KIM CLARK, DIRECTOR, INCLUSION & DIVERSITY, CBC

JANET DAVIDSON, CANADIAN EXECUTIVE OF THE GLOBALHEALTHCARE PRACTICE, KPMG ADVISORY MANAGEMENTCONSULTING

JULIA DEANS, CHIEF EXECUTIVE OFFICER, CANADIANYOUTH BUSINESS FOUNDATION

NATHALIE DES ROISIERS, GENERAL COUNSEL, CANADIANCIVIL LIBERTIES ASSOCIATION

SUSAN DONIZ, SENIOR VICE PRESIDENT, GLOBAL CHIEFINFORMATION OFFICER, AIMIA

LEAH EICHLER, FOUNDER, FEMME-O-NOMICS

SIMON FISH, EXECUTIVE VICE-PRESIDENT AND GENERALCOUNSEL, BMO FINANCIAL GROUP

BARRY FISHER, VICE PRESIDENT, GENERAL COUNSEL & CORPORATE SECRETARY, SAP CANADA INC.

LILI FOURNIER, FOUNDER, WOMEN'S DAY LIVE

FERNANDO GARCIA, GENERAL COUNSEL, NAVISTARCANADA INC.

MICHELE GODDARD, SENIOR VICE PRESIDENT ANDMANAGING DIRECTOR, BMO NESBITT BURNS

A few of our Women of Influence 2012 Canadian Diversity Champions, listed alphabetically, and present at the Trump Hotel, in Toronto Canada on Thursday, January 17, 2013.Please note that the complete list of all 300 of our 2012 Canadian Diversity Champions can be found at http://www.womenofinfluence.ca/diversity-champions.Additional insights from many more of our 2012 Canadian Diversity Champions can be found at http://www.womenofinfluence.ca/2012canadiandiversitychampions.

In addition, we are also excited to share that WOI is launching our Diversity Champions initiative to include and recognize diversity leaders in both Canada and the U.S. for theupcoming 2013 year. If you would like to nominate future Diversity Champions on either side of the border, please contact lheidman@bedfordgroup.com. We want to knowabout you! Finally, we are also thrilled to announce two of our upcoming Senior Executive dinners. The first in Washington D.C. on March 6, 2013 and a second dinner inToronto, Canada on April 29, 2013. Additional details can be attained through Women of Influence at www.globalwomenofinfluence.com and through WOI at 416 923 1688.

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SENIOR EXECUTIVE WOMEN AT THE SENIOR EXECUTIVE AND BOARD TABLES

“To build a strong andinclusive organizationthat thrives on trust, respectand understanding, we

need to prioritize diversity. Improvingour ability to engage people of all abilitieswith a range of lived experiencesstrengthens our organization at everylevel and means we can draw on a multitude of perspectives to solvechallenges on a global scale.”MARY JO HADDAD, PRESIDENT & CHIEF

EXECUTIVE OFFICER, SICKKIDS HOSPITAL

“Diversity and inclusiveness are at theheart of our culture. We believe thatinvesting in the enormous untappedpotential of women is a strategicimperative. Our studies prove thatwomen are not only the largest pool of incoming talent globally for ourorganization as well as others world-wide but they are also our futureclients and the biggest economicgrowth engines of the next decade.”TRENT HENRY, CHAIRMAN & CHIEF

EXECUTIVE OFFICER, ERNST & YOUNG LLP

“When I immigrated toCanada as a teenager, I feltthat to be ‘Canadian’ I hadto give up my heritage and

identity – that I had to make a choice.What I learnt and what we want col-leagues at RBC to know is that youdon’t have to choose - it’s a world ofboth where either/or thinking nolonger applies. If you want people to betheir best at work, you need to createan inclusive environment where bothsimilarities and differences are valued.At RBC, our shared vision and valuesunite us and we leverage our diverseexperiences and perspectives to solveproblems and create innovative solutions.”ZABEEN HIRJI, CHIEF HUMAN RESOURCES

OFFICER, RBC

“In many ways, business success is tightly correlated with how wellcompanies attract, develop, motivate, deploy, and retain talent. Companiesthat recognize 100 percent of the qualified population as potential talentwill do far better than those who exclude large portions of the talent

pool due to false notions of what talent looks like. This is just one reason whydiversity matters, and why companies “who get it" will outperform those who don’t.”BETH HOROWITZ, BOARD DIRECTOR, HSBC CANADA

“I am passionate about helping women achieve their potential. We have accomplishedso much in Canada, but must keep the focus. Our ongoing challenge is a diversepool of candidate for key roles, while engaging men as the next generation’s champions. Challenge accepted!”ANNE-MARIE HUBERT, MANAGING PARTNER, ADVISORY SERVICES, ERNST & YOUNG LLP

“A diverse workforce generates different perspectives and bringstogether a variety of experiences that we believe produce better outcomes for our clients and our business. RBC recognizes the inherent value in the business case for diversity, and we are

committed to recruiting, retaining and advancing the best and brightest women in our industry.”MARK HUGHES, CHIEF OPERATING OFFICER, RBC CAPITAL MARKETS

“A company that embraces diversity does much more than championwomen and minorities. It means being so open to differences that youno longer see them. It means focusing, first and foremost, on theunique competencies of each individual rather than on his or her sex,

age, culture or sexual orientation. In addition to creating an engaging work envi-ronment, the company performs better and is better able to meet the needs ofclients and diverse communities.”LYNN JEANNOIT, EXECUTIVE VICE PRESIDENT, HUMAN RESOURCES AND CORPORATE AFFAIRS,

NATIONAL BANK GROUP

“We at TD Bank Group view diversity and inclusion as a strategicbusiness priority. We know that to be successful we need to attract thevery best people and provide them with the opportunity to achievetheir full potential. This means drawing from the most diverse talent

pool and ensuring a truly inclusive workforce.”COLLEEN JOHNSTON, CHIEF FINANCIAL OFFICER, TD BANK GROUP

“Our commitment to diversity and inclusion is a differentiator withour customers, clients and employees. Diversity of thought through adiversity of people brings innovation, so it’s absolutely crucial to ourfuture success that we develop a pipeline of diverse talent. I strongly

believe in and encourage leaders across this country to lead by example as we havedone with our own executive team. Who we are speaks volumes about our level ofcommitment to diversity and inclusion throughout our organization.”DEAN JOHNSON, PRESIDENT, SODEXO CANADA

“AS CANADIANS, WE LIVE IN A GLOBAL ECONOMY WHERE THE QUALITY OF OUR WORK-FORCE IS THE PRIMARY BASIS FOR OUR COMPETITIVE SUCCESS. WE ALSO LIVE IN ACOUNTRY THAT IS MOVING QUICKLY FROM HIGH UNEMPLOYMENT TO CHRONIC SHORTAGESOF SKILLED LABOUR. WHY WOULD WE CHOOSE TO UNDER-UTILIZE THE TALENT OF MAJOR

PORTIONS OF OUR POPULATION? ENCOURAGING AND ENABLING MORE INCLUSIVE WORK ENVIRONMENTS WHERE ALL TALENT CAN THRIVE IS THE RIGHT THING AND THE BRIGHT THING TO DO.”ANNE GOLDEN, FORMER PRESIDENT & CHIEF EXECUTIVE OFFICER, THE CONFERENCE BOARD OF CANADA

W O M E N O F I N F L U E N C E M A G A Z I N E38

“ALL ELEMENTS OF DIVERSITY ARE IMPORTANT ANDDESERVE SIGNIFICANT ATTENTION, BUT AMONG THESE,WOMEN REPRESENT 51% OF THE POPULATION ANDWOMEN OF ALL BACKGROUNDS NEED TO BE ACTIVELY

SOUGHT OUT AND ENGAGED THROUGHOUT THE RANKS OFCANADIAN BUSINESS STRUCTURES, BUT PARTICULARLY IN THESENIOR EXECUTIVE AND BOARD LEVELS.”STEPHANIE MACKENDRICK, FORMER PRESIDENT, CANADIAN WOMEN IN COMMUNICATIONS

“Board diversity continues to be an important issue for the ICD.Diverse perspectives can lead to better decision making and reducethe likelihood of “group think” prevailing around the boardroomtable. I would also note that women comprise over 40 percent of our

proposed Board of Directors for 2012/2013.”STAN MAGIDSON, PRESIDENT & CHIEF EXECUTIVE OFFICER, INSTITUTE OF CORPORATE DIRECTORS

“As our society becomes increasingly diverse, business needs to reflect that diversityat all levels of an organization. Diversity will bring strength through improvedunderstanding.”JOHN MANLEY, PRESIDENT & CHIEF EXECUTIVE OFFICER, COUNCIL OF CHIEF EXECUTIVES

“I BELIEVE THAT ENCOURAGING AND SUPPORTINGAMBITION IN A YOUNG WOMAN CAN INCREASE THENUMBER OF WOMEN AT A LEADERSHIP LEVEL. YOUNGWOMEN NEED ROLE MODELS TO SHOW THEM THAT

FAMILY AND EXECUTIVE CAREERS CAN GO HAND IN HAND.MENTORS CAN NURTURE AMBITION AND HELP IT GROW BYTEACHING WOMEN WITH LEADERSHIP POTENTIAL TO ACTIVELYSELF PROMOTE AND STRIVE FOR THE NEXT LEVEL.” LOVISA MCCALLUM, MANAGING DIRECTOR, BMO CAPITAL MARKETS

“Diversity and inclusion just makes good business sense. Our abilityto respond to customer’s needs in a demographically diverse countryis enhanced by a workforce that reflects the community it serves. The infusion of new perspectives and diversity of thought enables us

to respond and adapt quickly to our ever-changing markets.”JUDY MCCRIE, EXECUTIVE VICE PRESIDENT, HUMAN RESOURCES AND LABOUR RELATIONS,

LOBLAW COMPANIES OF CANADA

“Great organizations are inclusive and diverse. There are no opposingvalid facts. Osler’s role is to represent our clients, our diversity here isjust a truthful expression of that. It is quite straight-forward.”COLLEEN MOOREHEAD, CHIEF CLIENT OFFICER, OSLER, HOSKIN & HARCOURT LLP

“AS BUSINESS LEADERS, WE NEED TO INTENTIONALLYAND STRATEGICALLY INVEST IN FUTURE LEADERS THATREFLECT THE DIVERSITY OF OUR TALENT BASE AND THECLIENTS AND COMMUNITIES WE SERVE. MY PERSONAL

EXPERIENCE HAS SHOWN ME THAT WHEN IT COMES TO THEADVANCEMENT OF WOMEN AND VISIBLE MINORITIES, ACTIVESPONSORSHIP IN PARTICULAR, HAS THE POWER TO BREAKTHROUGH BARRIERS AND ACCELERATE CHANGE.”GORD NIXON, PRESIDENT & CHIEF EXECUTIVE OFFICER, RBC

“For me, diversity is aboutensuring that our team of employees is made upof the best and most

talented individuals available to ourindustry. Our leaders need to have themind set that the talent available to usis truly limitless.” STEVE KAMPSTRA, PRESIDENT, GORDON

FOOD SERVICE

“We view diversity in the same way we viewCanadian society: ‘rich withdifferences’. A diverse

workforce is always better equipped tosupport and service the changing needsof our clients, engage new entrepreneurswho have come to this country from all parts of the world and support thosewho want to tap into new markets inboth Canada and abroad.”MARY KARAMANOS, SENIOR VICE PRESIDENT,

HUMAN RESOURCES, BUSINESS

DEVELOPMENT BANK OF CANADA

“We’re about attracting, developing and retainingthe best talent in theindustry, which is why we

provide our associates with an inclusiveenvironment that helps cultivate suc-cessful careers. We know that successin the marketplace requires a variety ofperspectives and individual experiences.Women influence the majority of homeimprovement decisions – we have aresponsibility to our customers to beadvocates for them and communicatetheir needs back to the organization.”BILL LENNIE, PRESIDENT, THE HOME DEPOT

CANADA

“At Desjardins, we believe that diversityis vital to the sustainable prosperity of our cooperative financial group aswell as that of our society. Developingdiversity champions and increasinggender equity plays an important rolein today’s business world.”MONIQUE LEROUX, CHAIR OF THE BOARD,

PRESIDENT & CHIEF EXECUTIVE OFFICER,

DESJARDINS GROUP

39S P R I N G 2 0 1 3

SERIES COLUMN HEIDMANTHE FUTURE OF NORTH AMERICAN BUSINESS...

SENIOR EXECUTIVE WOMEN AT THE SENIOR EXECUTIVE AND BOARD TABLES

“Diversity is the life-blood of every system. It may bring chaos, but it also brings renewal, change and innovation, key ingredients for success in today’s society. Canada is indeed fortunate to have bothdepth and scale in diversity. While many acknowledge the social and

economic advantages of diversity, it still continues to be somewhat absent in theleadership of our private, public and voluntary sector. Maytree’s research hasshown that organizations with diverse boards benefit from better decision-making,increased creativity and improved financial outcomes. Maytree continues to dedicateitself to diversifying the boardrooms of Canada.”RATNA OMIDVAR, PRESIDENT, MAYTREE

“At National Bank Financial Markets we are focusing on new recruitment as the best way to ensure better gender diversity in themedium term. We have an explicit target for our new recruits to be at least 50% women, particularly at the university level. This is not

a quota, we recruit the best talent we can find, but we have been able to meet thetarget without difficulty the past three years.” RICHARD PASCOE, EXECUTIVE VICE PRESIDENT, FINANCIAL MARKETS, NATIONAL BANK

“Inviting differences to the table, whether they be gender, age, creed,abilities and background, and engaging their knowledge and skill, canonly produce better, more thoughtful and more creative ideas andsolutions. Show me a business that doesn’t need this!”

BRIGID PELINO, EXECUTIVE VICE PRESIDENT, HUMAN RESOURCES, TIM HORTONS INC.

“IN A WORLD MADE SMALLER BY THE REALITIES OF GLOBAL ECONOMIC INTERDEPENDENCE, AND IN WHICH WOMEN ARE INCREASINGLY IMPORTANTDECISION-MAKERS IN INDUSTRY AND AS CONSUMERS,

THE THEORETICAL CASE FOR CULTURAL AND GENDER DIVERSITYIN BUSINESS IS COMPELLING. THE PRACTICAL CASE IS AS COMPELLING. DIVERSITY ELEVATES THE QUALITY OF DEBATE,ENHANCES INNOVATION AND DELIVERS BETTER BUSINESS OUTCOMES. THERE IS OPERATIONAL POWER IN DIVERSITY.”DALE PONDER, MANAGING PARTNER, OSLERS, HOSKIN & HARCOURT

“DIVERSITY IS PART OF OUR OVERALL STRATEGY ANDWHAT DRIVES OUR SUCCESS IN TERMS OF CREATIVITY,INNOVATION AND PRODUCTIVITY. IT’S AN ECONOMICAND SOCIAL ADVANTAGE. BY MAKING SURE OUR

ORGANIZATION REFLECTS CANADA’S DIVERSITY IN TERMS OF GENDER, CULTURE AND ABILITY WE CAN MAKE OURSELVES AN EMPLOYER OF CHOICE AND A MARKET LEADER.”JOHN RAFFERTY, PRESIDENT & CHIEF EXECUTIVE OFFICER, CNIB

“One of my responsibilities, which I consider one of the most satisfying, is mentoringother women within the company. At McDonald’s we have worked to build an environment which fosters trust and supports growth. I strongly believe that mentoring is an essential part of that process. It has also become the foundation of one of our Women’s Leadership Network pillars, known to members as “Liftwhile you Climb.” This simple phrase carries a very strong message.”SHARON RAMALHO, VICE PRESIDENT, ONTARIO REGIONS, MCDONALD’S RESTAURANTS

OF CANADA

“AT BMO, WE BELIEVE SUCCESS HAS NO LIMITS. BY DESIGN, GREAT TALENTPRACTICES REQUIRE GREATDIVERSITY PRACTICES, AND WE ARE COMMITTED TO HELPING EVERY EMPLOYEETURN THEIR POTENTIAL INTOPERFORMANCE. BMO’SSTRENGTH COMES FROM THE REMARKABLE TALENT AND CREATIVITY OF OUREMPLOYEES, THE WIDE ARRAYOF BACKGROUNDS, SKILLS,STYLES AND IDEAS THEYBRING TO THEIR WORK, AND THE VALUE THEY PROVIDETO OUR CUSTOMERS EVERYSINGLE DAY.”LYNN ROGER, SENIOR VICE PRESIDENT,

TALENT STRATEGIES AND EXECUTIVE

RESOURCING, BMO FINANCIAL GROUP

“As a first-generationCanadian and a femaleexecutive, I am stronglycommitted to fostering

diversity among our student populationand our staff. We must all learn to recognize the value of a blend of voices in business, education andgovernment, both day-to-day and at the boardroom table. I'm proud to run a college at the heart of one of Canada’s most diverse cities, and to support diversity through our programs, policies and behaviours.”ANNE SADO, PRESIDENT, GEORGE BROWN

COLLEGE

“FOR TOO LONG THE ROLES WOMENPLAY HAVE BEENVASTLY UNDERSTATED

OR IGNORED. IT IS TIME TOBRING THEM TO THE FORE,MAKE OUR VOICES HEARD INPLACES OF BUSINESS, POLITICSAND ALL THE CRUCIAL SOCIETAL STRUCTURES THATTOUCH OUR DAILY LIVES.”PAULETTE SENIOR, CHIEF EXECUTIVE

OFFICER, YWCA CANADA

W O M E N O F I N F L U E N C E M A G A Z I N E40

“I have always been passionate about assisting the advancement of women in our boardrooms, in our executive suites and in fact inmy own law firm. Today women face additional challenges in theiradvancement. It is our collective responsibility and in our own

interest to help ensure their advancement.”NORMAN STEINBERG, CHAIRMAN, NORTON ROSE CANADA

“We see diversity beyond the numbers game – it’s about culture. We recognize that diversity in viewpoint and experience is key toinnovation and is a long standing hallmark of our culture and values.It’s explicit in how we work, and in everything we do.”

SOFIA THEODOROU-LOCKE, SENIOR VICE PRESIDENT, HUMAN RESOURCES, LOYALTYONE

“There is no longer any question about the value of diversity, as ourfirm is at its best and most competitive when our employee basereflects the customers and communities we serve. We have taken manyactions to ensure diversity is at the forefront of our talent strategies,

ranging from direct scholarship initiatives to our various mentoring programs. Thekey to success, as in business, is to ensure there are tangible measurable results.”ERIC TRIPP, PRESIDENT, BMO CAPITAL MARKETS

“WE HAVE ALWAYS BELIEVED DIVERSITY IS A CATALYSTFOR CREATING SHAREHOLDER VALUE. I AM PERSONALLYCOMMITTED TO BUILDING DIVERSE TEAMS AND FOSTERING AN ENVIRONMENT THAT VALUES DIVERSITY

OF THOUGHT. THIS IS KEY TO HOW WE DRIVE INNOVATION ANDPERFORMANCE AND ULTIMATELY, SHAREHOLDER VALUE.”MARY-ALICE VUICIC, CAO & EXECUTIVE VICE PRESIDENT, HUMAN RESOURCES, SHOPPERS

DRUG MART

“We recognize that it’s not enough for an organization to acknowledgethe diversity of their employees. We need to include and leverage the individual experiences, skills and talents every employee brings to the workplace. At CIBC, we focus on inclusion to foster diversity

of thought and to drive innovation.”SHARON WINGFELDER, VICE PRESIDENT, HUMAN RESOURCES, DIVERSITY & RESOURCING, CIBC

“A commitment to diversity is just the starting point. The real impactcomes when you work toward equity and inclusion. To me, that meansensuring that your life, your organization, your community havemeaningful space – literally and metaphorically – for that diversity.”

CATHERINE ZAHN, CHIEF EXECUTIVE OFFICER, CENTRE FOR ADDICTION & MENTAL HEALTH

“When companies bringtogether a diverse groupof people, especially at theboard level, ideas flow and

innovation soars. Improved strategiesemerge. Better decisions are made. Avirtuous circle of continuous learningis created and sustained. In an economywhere knowledge drives results, diversity is a precious asset.”CAROL STEPHENSON, DEAN, RICHARD IVEY

SCHOOL OF BUSINESS

“As with all major movements in history, it takes a strong and passionate foundation

of people to galvanize a society aroundan issue and to affect real change. I can honestly say that through thetireless efforts of so many I now see a day in the not so distant future wherediversity will no longer be thoughtabout as an issue our society andindustry needs to address, but rather it will simply form part of our day to day.”KIRSTINE STEWART, EXECUTIVE VICE

PRESIDENT, ENGLISH SERVICES, CBC

“Diversity has become an industry of currentnecessity. Our job as business leaders is to build

a solid foundation of understandingso that as soon as possible, systemicbarriers to advancement have been levelled and a true meritocracy hasemerged in which the best and brightest can achieve their full potentialand in which all leaders embrace the concepts of diversity and inclusionunderlying that meritocracy. This maytake time, but Canada’s democracy,economy and competitiveness demandnothing less.”CONNIE SUGIYAMA, VICE CHAIR, CANADA

HEALTH INFOWAY

Lisa Heidman, LL.B., Senior Client Partner, The Bedford Consulting Group, North AmericanDirector of Bedford Legal, brings over 15 years of Legal, Board and Executive Search experienceworking with Boards and their Senior Leadership Teams, placing Board, CEO and C-SuiteExecutives across functions, globally. Appointed to the Board of Directors of Women of Influencein 2009, Lisa is a regular contributor to the Women of Influence Magazine. Lisa can be reachedat lheidman@bedfordgroup.com.

“WE HAVE ALWAYS UNDERSTOOD THAT WHEN TIMES CHANGE, SO MUST WE; THAT FIDELITY TO OUR FOUNDING PRINCIPLES REQUIRES NEW RESPONSES TO NEW CHALLENGES; THAT PRESERVING OUR INDIVIDUAL FREEDOMS ULTIMATELY REQUIRES COLLECTIVE ACTION.” PRESIDENT BARACK OBAMA, INAUGURATION ADDRESS, JANUARY 21, 2013