This business landscape remains far from a level playing field. Access, operation, and promotion are not evenly distributed, and many companies still lack clear protocols to prevent biased recruitment that favors certain profiles. It is clear from recent findings that men are still more likely to receive daytime accommodations to care for children, and women continue to be underrepresented in management roles. The European Union has pushed for gender parity, setting a benchmark of at least 40% women in leadership within large firms. These observations come from a study conducted by Adecco on corporate equity, released this week, drawing on responses from a broad cross-section of the corporate world.
The survey, which covered thirty thousand companies, exposes several gaps in how organizations confront bias and foster fair opportunities. A prominent issue is the use of blind recruitment practices, where applications are stripped of age, gender, photo, and other identifying details in an effort to reduce bias. This approach can level the playing field for older candidates who bring substantial experience and capability but may be overlooked due to assumptions about age or fit. The Adecco report notes that only a small portion of companies—around six percent—currently implement blind resume processes.
Beyond recruitment, employee protection and inclusion measures vary widely across firms. A significant share of respondents report gaps in harassment prevention protocols, with roughly twenty-nine percent lacking a formal process to address sexual harassment. Only a minority appears to actively plan affirmative actions aimed at balancing the workforce by bringing in more women or men where appropriate for the sector. Additionally, it remains uncommon for men to request reduced hours for caregiving, a trend that shapes how families negotiate work and life. These patterns indicate that many organizations have not yet embedded inclusive practices into daily operations.
All of these factors influence the representation of women in top roles. The data show that in sixty-nine percent of the companies surveyed, women hold fewer than half of the important leadership positions, underscoring a persistent leadership gap. The implications extend beyond individual careers; they affect the strategic voices shaping organizational decisions, innovation, and resilience in a rapidly changing economy. As firms strive to compete in markets across Canada and the United States, aligning policies with transparent, accountable practices becomes a core driver of long-term performance and reputation. The Adecco findings invite leaders to rethink recruitment, evaluation, and advancement processes to build a more equitable and productive workplace for all employees.