Survey data expose hidden early-career risks for future leaders and total rewards
Nearly all young women and gender‑marginalized workers in Canada say they cannot see how to move up at work, raising red flags for early‑career pipelines and future leaders.
BNN Bloomberg reports that new data from Fora: Network For Change, a nonprofit focused on gender equity in the workforce, shows 93 percent of Canadian women and gender‑marginalized workers aged 18 to 29 see no clear pathways to a promotion at their workplace.
At the same time, 85 percent say they do not feel professionally challenged or stimulated.
BNN Bloomberg reports that 51 percent of those surveyed say they remain stuck in entry‑level positions.
Fora CEO Emma Asiedu‑Akrofi said the economy and underemployment are affecting early‑career workers more than others.
She said that when “the opportunity for promotion” and higher pay is cut off at the start of a career, it slows their progress into leadership roles.
The survey, conducted between November 2025 and February 2026, looked at early‑career underemployment among young women and gender‑marginalized youth across Canada.
According to Fora, the findings show that workforce participation rates alone do not comprehensively detail the health of the labour market for younger workers.
Respondents reported widespread identity‑based barriers to meaningful employment.
The study found that 94 percent reported such barriers, with 51 percent citing age, 36 percent citing gender and 41 percent citing race.
“There’s not opportunities for young people to progress into leadership spaces,” Asiedu‑Akrofi said, adding that the gap is larger when compared with men.
She said missing that first promotion “slows the wage growth” and “limits their access to stretch opportunities,” which can compound over a career.
Fora’s preliminary findings also showed that respondents want career‑specific training and mentorship, referral pathways, clear advancement structures and living wages.
Asiedu‑Akrofi said that while systemic barriers exist, individuals can still take steps that may help advance their careers.
“That networking piece is critical through career development, as well as exploring opportunities for professional development in and outside of the job,” she said.
Having more established people in a network can help unlock opportunities, she added.
“To have a sponsor there who can really champion you and bring you into those spaces and share your name and advocate for opportunities for promotion on your behalf is so important,” she said.
Asiedu‑Akrofi also urged employers to scrutinize their internal processes. She recommends that employers examine promotion pipelines for entry‑level positions so younger employees can understand the requirements for advancement.
“We are encouraging companies to take a critical look at their hiring practices to ensure that they have the promotional pathway clearly identified.”
She pointed to employment guidelines and pay equity as examples, saying it is important that “employment guidelines are identified, and that pay equity is very much in place.”
The study defined gender‑marginalized individuals as respondents who identified as transgender, non‑binary or queer.
