Given the renewed focus on empowering women over the last few years, we are reminded that the Canadian women’s suffrage movement occurred just over 100 years ago. That decades-long fight, advocating for fundamental rights and freedoms, resulted in the passing of long overdue legislation, providing women with civil liberties and socioeconomic improvements, including participation in the workforce.

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Fast-forward to today and women currently represent more than half of first-time and repeat homebuyers. By 2026 women are expected to control close to half of all accumulated wealth. While this is a testament to the remarkable success achieved by women in a relatively short period of time, it also underscores the importance of real estate literacy and ensuring reflected representation across the real estate journey.

Real estate professionals who identify as women have made remarkable advancements towards equal representation in the industry. As of 2020, nearly seven in 10 Canadian brokers identified as women, challenging preconceived notions of the industry as being male-dominated. While this is an impressive win, often overlooked and underrepresented are the women in the other segments of the industry, such as legal and insurance, who play a critical role in the real estate transaction.

In March, to commemorate International Women’s Day, important conversations about the role of women in the workplace were omnipresent – but these conversations must not be relegated to a single day or month. FCT is committed to continuing the conversation to understand how the various industries in the real estate sector are working to advance diversity, inclusion and belonging and paving the way for representation across the real estate transaction.

Leading in law

In recent years, Canadian law firms have borne witness to improvements in diversity as the industry recognized the value of varied perspectives and the importance of reflecting Canadian demographics. This need for diverse representation goes beyond the walls of the workplace and into the client base, with many clients opting for a lawyer or firm they feel truly understands them. Bottom line: clients want to see themselves represented.

The legal profession is working to meet this demand. In 2020, 43 per cent of lawyers identified as women with a further 29 per cent identifying as a visible minority, and these numbers are expected to grow. An increase in senior leadership diversity was also noted by law societies across Canada, which have implemented measures to advance equality, diversity and inclusion (EDI) in the legal profession. The Law Society of Ontario put together a detailed guide to assist lawyers and paralegals as they work to incorporate EDI initiatives into their workplaces, which is one of many examples of the industry taking important steps forward. Other law societies across the country are also working on creating similar guidelines and other initiatives to support women in the profession, such as the Law Society of Alberta.

Innovating in insurance

Women play a significant role in the insurance industry overall, currently accounting for 62 per cent of the workforce. In addition, it is projected that 90 per cent of women at some point in their lifetime will be the sole financial decision maker and an estimated $900 billion in financial and real assets will be controlled by women within the next decade. These astounding numbers indicate the pressing importance of diverse representation, which has served as motivation for many of the industry’s notable commitments to diversity and inclusion.

The insurance industry has emerged as a trailblazer when it comes to EDI initiatives, with the sector prioritizing a culture that promotes a sense of inclusion for women and further encourages them to take leadership positions. Across North America, the insurance industry has been repeatedly recognized for its efforts in support of EDI campaigns. In 2016, CEOs in the insurance industry signaled their dedication to embracing EDI, coming together as signatories on a commitment statement, which remains in effect to this day.

Insurance organizations also continue to dominate various EDI lists such as Bloomberg’s Gender-Equality Index, Black Enterprise’s 50 Best Companies for Diversity and Great Places to Work 50 Best Workplaces lists, to name a few. All of these efforts and more can be found on the Insurance Information Institute’s website, which has a dedicated section that details the comprehensive efforts in the space.

Frontrunners in financial services

Banks are recognized as leaders in building representative workforces, with women now accounting for the majority of financial service industry employees. While these efforts are commendable, cultivating higher numbers of women in leadership positions has been identified as one of the greatest shortcomings – and greatest opportunity – for the financial services industry in the years to come.

According to the Canadian Bankers Association, women occupied just below 38 per cent of senior management positions and 49 per cent of all middle management positions at Canada’s six largest banks in 2019, surpassing the federal government’s benchmarks for both levels of executive leadership. As of 2020, women represent an average of 39 per cent of board of director compositions, nine per cent above the target of 30 per cent by 2022 set by Club Canada.

Recognizing that the proportion of their workforce-to-executives is off-balance when it comes to gender, financial institutions and other businesses within the financial services sector have made substantial efforts to improve representation in executive positions. Governments, organizations and industry associations have set benchmarks to incite companies to increase the number of women holding positions at the senior management level and/or on boards of directors. Cultivating diversity at the leadership level must continue to remain a top priority for businesses within the industry.

The importance of diversity in leadership

With women now representing nearly half of the Canadian workforce, tangible change brought about through EDI initiatives requires organizations to set their sights on encouraging more diverse leadership. This can be accomplished by working to promote women and visible minorities to executive positions and establishing a culture that nurtures their career development.

The highest-performing businesses tend to have more women in leadership roles. The research indicates that in higher-performing companies, 37 per cent of executive positions are held by women, compared to only 19 per cent in lower-ranked companies.

Further, organizations that prioritize equity and representation in the workplace reap quantifiable benefits. Companies with the highest levels of diversity (including gender, ethnic and racial diversity) are anywhere from 13 per cent to 15 per cent more likely to have financial returns above their industry’s national average.

Statistics reinforce the important role of women as a growing force in the workplace and in a majority of residential real estate transactions. The next generation of homebuyers want and deserve to see women represented in all of these critical industries.

The real estate industry and its related sectors are making strides in employing and supporting women – but 100 years later, there is still work to be done. It is not just the right thing to do, it is the smart thing to do.


  1. To: Michael LeBlanc re: Title Insurance

    (Asking editor Jim to forward to article author, as most REM article submitters do not participate in forum discussions)… some articles are provided to REM by agencies not by the actual author. It’s not easy to tell when reading…

    Question please: is there meant to be some sort of title insurance guidelines within the industry as to what for example is Title Insurance designed to cover: for example I was told by Stewart Title that when it is discovered that a fence declared by a seller to be installed on a survey lot demarcation line, isn’t, and buyer notifies his lawyer, a few days before closing and lawyer says: Don’t worry about it, just close and Title Insurance will cover it, and subsequently Stewart Title said (in writing): Fences are never covered under title insurance – who is right? Lawyer insisted he was right. BTW – has a lawyer ever actually reviewed the bought and paid for by the buyer, title insurance, with the buyer prior to closing? And is each title insurance claim situation standing on its own two legs? And each title insurance company makes its own rules as to what is covered? Perhaps many would like to hear the answer addresss by the Corp head author, here on REM.


    Carolyne L 🍁

    • Owners can’t do this…

      “A Farmer Moved a 200-Year-Old Stone, and the French-Belgian Border”

      Such an interesting story: metes and bounds and rods, and such.

      There was a situation in one of my Brampton farm areas I learned about years after, where a past client, who had run for political office, decided during a dispute with his contiguous neighbour, to move a rod at the surveyed adjoining lot line. He spent the night in jail apparently. It was his wife who told me. I never did learn further details. Many people don’t know that this is a no-no at rural properties, urban or suburban. And at waterfront property. Mustn’t do that. Forbidden by law and goes back to Bible days.

      Carolyne L 🍁

      = = =

      A Farmer Moved a 200-Year-Old Stone, and the French-Belgian Border

  2. According to Michael, men might be extinct in a few more years if we can keep this purge going. Was this article written for the United States? Perhaps a CNN human interest story?
    As long as I have been selling real estate, which is before he was born, men and women have been 50/50 equals. Anybody who doesn’t believe that, has never been involved in a divorce.

  3. Now that women have excelled past men, is there a movement to equalize opportunities for men? Men are more likely to commit suicide, die on the job, go to jail and die of natural causes much easier than women. Boys are more likely to fail and drop out of school and turn to drugs and gangs and not continue on to post secondary education. It seems the female coddling has worked, but have we gone too far?

    • Perhaps a more equal or matriarchal society will put less pressure on boys to meet patriarchal demands.


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