Gender parity is all about making sure people of all genders have equal representation and opportunities. It’s a key step toward real equity—breaking down barriers and making workplaces more inclusive for everyone. While hitting gender parity numbers is great, it’s just the start. Real change comes from building a culture where everyone can thrive.
Microserve, a Canada-based IT services provider with about 400 employees, is making real strides in this area. Their efforts earned them the CRN Women of the Year Gender Parity Award in 2024. Charisma Reilly, VP of People & Culture, shared six strategies that have helped them get there. These steps offer a practical guide for other companies looking to create more opportunities for women in leadership.
- Rethinking Hiring Practices: Microserve has set a clear goal: At least 40 percent of candidates for senior and leadership roles must be women. Their internal recruitment team actively searches for qualified women to fill these positions, making sure hiring pools are diverse from the start. By being intentional about hiring, they’re making leadership roles more accessible to women.
- Tackling Bias: Biases can hold people back without anyone even realizing it. That’s why Microserve developed in-house training on bias and diversity. These sessions help leaders recognize and address biases in hiring, promotions, and everyday interactions. When people are aware of their biases, they can make better, more equitable decisions.
- More Women in Leadership: Representation matters. Microserve has worked hard to bring more women and minorities into executive roles. Right now, three out of five executive team members are women, including the COO and vice president of HR. Having women in leadership not only changes decision making but also creates role models for the next generation of leaders. This representation assists the organization with succession planning and retention of top employees as they can see themselves growing their careers regardless of racial or gender identity.
- Building Mentorship and Development Programs: To help women grow in their careers, Microserve offers mentorship and leadership development programs. These programs give high-potential women the skills, support, and connections they need to move up. When companies invest in their people, they build a stronger, more diverse leadership pipeline.
- Improving Parental Leave Policies: Balancing work and family shouldn’t hold anyone back. Microserve is rolling out a maternity and paternity top-up leave program, giving employees financial support beyond government-mandated benefits. This makes it easier for new parents to take the time they need without worrying about their finances.
- Fostering an Inclusive Culture: A company’s culture plays a huge role in how inclusive it really is. Microserve focuses on employee engagement and wellness initiatives that celebrate diversity and promote equity. From employee resource groups to inclusion-focused events, they’re creating a workplace where people feel valued and supported.
Why Gender Parity Matters
Microserve’s success shows that when companies prioritize gender parity, they’re not just checking a box—they’re building a better workplace. Getting the numbers right is important, but it’s the ongoing efforts in hiring, leadership, policies, and culture that create real equity.
The more companies step up, the closer we get to making gender parity the standard, not the exception. Microserve proves that fostering gender equity isn’t just good for employees—it’s a smart move for business, driving innovation, engagement, and long-term success.