My professional journey in Canada began 16 years ago as a foreign-trained architect. Before immigrating, I had nearly a decade of international experience working on projects across diverse geographical and political landscapes. As an immigrant, I navigated the challenging path to becoming a licensed architect while working as a senior designer. Along the way, I often questioned why so few women of color—let alone immigrants—were leading architectural projects. The architectural and construction industries, long male-dominated, posed unique challenges for women aspiring to leadership roles. However, over the years, I have witnessed a profound and inspiring transformation. Today, I am no longer the minority in the room. Instead, I stand among many talented and capable women who are leading and shaping the industry.
I want to take a moment to reflect on the evolution of gender diversity in Canada’s architecture and construction industries, celebrating the progress made, acknowledging the challenges that remain and exploring the opportunities that lie ahead.
The Changing Landscape
Canada has long been home to remarkable women architects, starting with Alice Charlotte Malhiot (1889–1968), the country’s first female architect. Despite this, broader representation in the mainstream profession has remained limited. However, the past decade has brought a fundamental shift, with organizations setting clear gender workforce targets and taking meaningful steps to enhance diversity in hiring panels and candidate selection.
Traditional gender-based roles are being redefined, offering women more opportunities than ever before. Additionally, virtual tools like Teams and Zoom have eliminated geographical and time-zone constraints, making work environments increasingly flexible and less tied to a physical office.
On a recent project, I had the privilege of working alongside an exceptional team of women in key leadership roles. This experience underscored the incredible strides made in gender representation within the construction industry, demonstrating that women are excelling in roles that were once hard to access.
While I celebrate this progress, I can’t help but feel that we are still overly focused on labeling ‘women’ in leadership positions. Though well-intentioned, these labels can sometimes overshadow an individual’s professional and personal achievements, reducing them to their gender rather than recognizing the full breadth of their talent, expertise and contributions. Shouldn’t we celebrate the individual for who they truly are and not just their gender?
Challenges That Remain
Despite the significant progress made, challenges persist in making effective strides towards gender equality. Women still face barriers such as unconscious bias, slower career progression, wage disparities and work-life balance. Addressing these challenges requires sustained efforts from individuals, organizations and governments alike. Meaningful action must include mentorship programs, policy reforms and a cultural shift toward true inclusivity.
To accelerate action and drive meaningful change, companies must ensure that hiring practices are rooted in meritocracy, prioritizing the most qualified individuals for every role. Women should be evaluated based on
their abilities and expertise, not merely to fulfill quotas or meet diversity targets. Achieving true equity may require measures such as anonymizing applications by removing names and other identifying factors during the selection process, ensuring an unbiased and objective evaluation.
In today’s global business landscape, success depends on diverse perspectives. Our conversations about progress must reflect this reality, embracing inclusivity rather than exclusivity. Both women and men are passionate about driving change, and lasting impact can only be achieved through collective action. Parental leave policies must evolve to promote shared responsibilities, ensuring both women and men can balance career and family life without professional setbacks.
True progress requires more than policies and corporate initiatives; it demands individual accountability. Leaders must challenge biases, advocate for fair opportunities and mentor the next generation of professionals. Employees at all levels can contribute by fostering inclusive work environments and ensuring diverse voices are heard and valued. Women should feel empowered to pursue leadership roles and support one another in breaking down barriers, to set the bar high and go even higher.
Supporting the Supporters
My journey has been shaped by the guidance of incredible mentors who empowered and encouraged me. Their wisdom, support and belief in my potential were pivotal in helping me navigate challenges and stay focused on my goals. They shared their knowledge and inspired me to think beyond my limits, whether real or perceived, giving me the confidence to strive for success.
For the successful women who have transcended barriers, we have a duty to make the journey easier for those who follow. By sharing our experiences, mentoring others and driving change, we can help shape a more inclusive future. I envision a world where leadership is defined not by gender but by impact, innovation and excellence. Women should be recognized for their achievements without the need for labels, valued for their contributions and seen as the transformational leaders they are. Together, we must continue to champion a future where talent is recognized, opportunities are accessible and success is determined by ability, not identity.
Previous Post
