Question

You are required to develop arguments by integrating course concepts of marketing.
The topic is - "Gender/racial inequality in Canada."
Answer the following questions based on the topic "Gender/racial inequality in Canada".
Each answer should be answered very briefly with 350-400 words.

Part 1
1. What is this issue and why is it important?
2. Why and how is business an important player in this issue?
3. Who are the key stakeholders? Explain

Answer 1

1. What is this issue and why is it important?

We have far to go to achieve gender equity in Canada, but there are ways to help. No matter your gender, you absolutely can advance equality in your own life. Here’s how. Donate today. Learn more. Services: Get educated, get involved, and donate. to fight for the equality, The Canadian Women’s Foundation officially launched in 1991. A group of eight trail-blazing women were instrumental in getting the organization off the ground.

How did a conversation between two friends start a Foundation that has improved the lives of thousands of women and girls in Canada?

In 1986, there was no national organization in Canada for people who wanted to advance gender equality. That year, two grade-school friends – Nancy Ruth and Susan Woods – started discussing what they could do about it.

The spark: A vision of feminist philanthropy

Several years earlier, Nancy Ruth and Rosemary Brown, a feminist politician from BC, had agreed there needed to be a way for women to target charitable giving toward helping other women and advancing gender equality. They knew social change could be advanced by giving grants to grassroots community organizations.

Nancy Ruth knew from a survey conducted by LEAF (Women’s Legal Education and Action Fund) that only 2% of charitable donations from corporations and foundations were going to services for women and girls. This prompted her to become a ‘feminist’ philanthropist.

The groundwork: What would it take to get there?

On a sunny day in March 1986, Nancy Ruth and Susan dragged out some dusty lawn chairs and sat in the driveway eating lunch and chatting about the possibilities.

They wondered: What would it take to bring about gender equality in Canada? What would it take to stop family violence and violence against women? What would it take to move women out of poverty? What would it take for women and girls to fully embrace their power?

By the time the meal was over, Susan had accepted a contract with The NaRuth Foundation to create a platform designed to advance women’s philanthropy.

2. Why and how is business an important player in this issue?

How long do you think it will take for women around the world to achieve economic equality with men? The answer might surprise you: 80 years. And how much do you think it would contribute to the global economy? $28 trillion, roughly the size of the economies of the United States and China combined. Women are the ultimate economic accelerator.

Politicians and decision-makers around the world are very aware of this. As a result, massive commitments have been made in international circles. The recently adopted Sustainable Development Goals incorporate gender equality as a strategic objective and G20 leaders have formally committed to bringing an additional 100 million women into the workforce by 2025.

These are clearly positive steps forward, but the road to women’s empowerment still features some major stumbling blocks. A recent study by the World Bank in 173 countries discovered that all but 18 countries have some form of legal discrimination against women. This ranged from a lack of property rights, to the inability to confer citizenship to children, to the need of a man’s permission to obtain basic forms of ID.

Salaries are also an issue. According to UN Women’s flagship report published last year, women worldwide earn nearly a quarter less than men doing exactly the same job. On top of this, women do 75% of all the world’s unpaid work, and yet spend on average 90% of their salaries on their families, creating a positive ripple effect across their communities.

Failing to take action is not just a matter of denying women their basic human rights, but also leads to significant loss of economic potential. You don’t have to take my word for it: companies with a strong track record of gender diversity are 15% more likely to have higher earnings than their peers. In fact, among all Fortune 500 companies, the ones with the highest representation of women on their boards significantly outperform the others.

The world is in a unique position to capitalize on the huge opportunities offered by women’s participation across all levels of society. Women are more educated, healthier and more eager to succeed than ever before. Study after study shows that women who work and are financially independent have greater control over their own lives, and bring positive political and economic contribution to their extended families, their communities and their countries.

It is time to set the balance of power straight.

The rule of law must allow women and girls to take up their rightful places in our economic and political systems. The law simply cannot be gender-blind.

Business obviously has a key role to play. The private sector can capitalize on this potential, starting by making sure women are paid equally and opening up new opportunities to empower them up the chain. By implementing and scaling positive initiatives that directly benefit women at work, corporations can become an important vehicle for fostering the leadership of women.

3. Who are the key stakeholders? Explain

When to use a Gender-sensitive Stakeholder Analysis

A gender-sensitive stakeholder analysis can be undertaken throughout all stages of the project cycle, but most importantly should be undertaken at the outset of a project in the Design phase

• Design Phase: In this phase of the project, a detailed gender-sensitive stakeholder analysis, involving all key stakeholders will help shape the development of strategic actions and inform risk analysis
• Implementation Phase: to help identify who, how and when women and men stakeholders should be involved in project activities
• Monitoring and Evaluation Phase: to serve as a reminder, providing a benchmark against which projects can monitor and evaluate the effectiveness of their engagement with both women and men stakeholders.

Gender-sensitive stakeholder analysis in the context of a climate change project involves the assessment of:

• The distribution of tasks, activities, and rewards associated with the division of labour at a particular locality or across a region;
• The relative positions of women and men in terms of representation and influence;and
• The benefits and disincentives associated with the allocation of tasks to women and men.