Today’s Thursday Thoughts are on Diversity Month and what it asks of us.

As we celebrate diversity this April, I want to suggest we also use it as a moment for honest reflection.

After ten years of steady progress since mandated diversity disclosure began in 2015, the momentum towards gender equality on Canadian corporate boards has slowed. Osler, Hoskin & Harcourt LLP‘s 2025 report indicates women now hold 30.5% of board seats at TSX-listed companies. Reaching the 30% mark is significant, but the small year-over-year increase serves as a reminder that we cannot assume progress will continue automatically.

I believe in the Power of Three. One woman in the boardroom is a token. Two is a presence. There is a voice. When boards lack that critical mass, diverse perspectives remain on the margins of strategic conversations.

Over the past decade with Women Get On Board Inc. (WGOB), I’ve learned a few things:

Disclosure alone isn’t sufficient. Meaningful change demands intentional recruitment and a dedication to board renewal and succession planning that extends beyond current networks.

Sponsorship makes a difference. Mentorship offers guidance. Sponsorship opens opportunities. To speed up progress, we need more leaders ready to use their influence to promote qualified women to boards.

Diverse perspectives enhance governance. Diverse boards challenge groupthink, spot blind spots, and lead to better decisions. This is essential for effective oversight.

What we do in May, June, and every month that follows will determine whether we reach parity.

As I continue supporting other women on their board journeys, my invitation to you this Diversity Month is simple: consider who you might sponsor. A qualified woman in your network is ready for her first board seat. Your advocacy could be what opens the door.