Transatlantic Influence Is Canada More Aligned with the US or Europe?

The results of Sekkel and Wang (2023) not only confirm the need of e-commerce and innovation as enablers for women to export, they also show the risk of forgetting to use e-commerce or to innovate. Even with firm characteristics such size and industry, women-owned SMEs would indeed be less likely than men-owned and equally-owned SMEs to export without e-commerce and innovation. Excellent enablers of entrepreneurial success are professional networks. These networks can enable businesses to locate partners, staff members or suppliers, obtain capital, create fresh ideas for products, processes, and business models (Halabisky, 2015). Some international organizations, however, claim that women are more likely to include family and friends rather than professionals in their field or that they have less access to conventional networks including chambers of commerce and professional mentors (World Bank and World Trade Organization, 2020). Time restrictions seem to be the reason for women using networks differently as well (World Bank and World Trade Organization, 2020). Though no data showing women are less likely to seek guidance, there is some evidence professional networks for women in Canada differ somewhat from those of the ordinary business owner. About 17,000 companies with employees responded to a 2021 Canadian Survey on Business Conditions about who they would approach for assistance on opportunities or challenges over the next 12 months.

Women-owned companies that export were less likely than average to consult mentors

employees, colleagues, professional business associations, contacts in other companies, and even relatives and family, according to the survey (Figure 2.26). Conversely, they were somewhat more likely to interact with teachers in school environments, provincial and federal government services or programs, and other sources and far more likely to search out outside experts for guidance. Although just 5% of women exporters in Canada indicated that they were not likely to consult anyone, 23% of Canadian exporting companies would not anticipate to consult anyone for assistance. Though less than 1% of companies in Canada are multinationals (MNEs), they contribute for one third of GDP, one quarter of jobs, and over 80% of the nation's exports.One [1] Multinational corporations are extremely important for the Canadian economy and help to drive inclusive trade and inclusive development as well as toward gender equality. Promoting gender equality starts with a workforce in balance for both sexes. More women entering leadership roles and narrowing the gender pay difference depend on better representation of women, which also increases possibilities for progression. Though there is always space for development, multinationals in Canada—both foreign and Canadian—do rather well on the general representation of women. 40.4% of MNE employees in the nation in 2019 were female, compared to equal representation in non-MNEs, or domestic companies.

Over the previous 10 years, the proportion of women in MNEs in Canada

has stayed very constant; but, it has dropped - in 2010 it was 41.5%.Second [2] Industry-based split of representation exposes some really clear differences. Two thirds of employees in the financial and insurance sector, where MNEs abound, are female. In many sectors, including mining and oil and gas production, utilities, and manufacturing, where MNEs represent for a sizable portion of employment, however, there are much less women employed (see Table 2.4). Although just 16.9% of workers in the mining, quarrying, and oil and gas extraction sector are female, two thirds of them work for MNEs. In utilities (28.2%) where MNEs likewise account for two third of the industry's employment, and in manufacturing (26.5%), where just over half of all employed work for MNEs, women are more represented. Though they do better than MNEs except in the utilities sector, where their share of female employees is somewhat lower, domestic companies have comparably low presence in these sectors. Although a good indicator of inclusion, the proportion of women in the workforce is not enough to fully understand the state of the labor market. More data is required. Information on the duties women in MNEs perform and whether or not they are being appropriately paid for their efforts will help us to really grasp how these companies treat their female employees.

Unfortunately, gender-disaggregated data on wages in MNEs are not yet available

nor are statistics on the share of women in senior management roles, therefore reflecting influence in the workplace. An other indicator of women's possibilities to participate in strategic decisions in companies is the participation of women on boards. On this front, much more has to be done. According to the most recent statistics, women comprise barely 17.5% of MNE boards of directors in Canada in 2018, greatly underrepresented.[3] [3]

Long before European immigrants came, Indigenous Peoples built and used vast trade networks over what is now North America. Very little study has been done, though, to grasp the modern realities of Indigenous exporters—including their difficulties, enabling elements, and successful assistance. To better know the experiences of Indigenous exporters, the Office of the Chief Economist (GAC) teamed with the Canadian Council for Aboriginal Business (CCAB). Our joint efforts seek to enhance policies and programs to enable Indigenous enterprises to thrive globally, therefore enabling the inclusion and involvement of Indigenous Peoples in Canada's shared prosperity.