Canadian Heritage Committee on May 8th, 2018

[Kate Cornell]

Oh, absolutely. Because the coalition is a volunteer association, it's an opportunity for women from a younger generation to get experience. We have a multi-generational approach that includes mentorship and sponsorship within the coalition.

Also, we work really closely with the Canadian Arts Summit, which is representative of the biggest legacy institutions in the country. I have been in conversation with them about the search firms, about the values we are asking for and the directions we are giving them, because there are really only about five of them that work in the arts.

I've been talking with Business for the Arts and the Canadian Art Summit about sending a public letter to these search firms to say,“These are our values, and in the searches you're undertaking, we would like you to think about women and about indigenous candidates, disabled candidates, racialized candidates, and Canadian candidates.” I think that is how we are policing, for lack of a better term, our own sector to encourage them to do better.

[Anju Dhillon, Liberal, Dorval—Lachine—LaSalle, QC]

Has it made a difference at all?

[Kate Cornell]

I think so. I work with some amazing women. We're at the mid-stage of management. I see a lot of great leaders and a lot of potential to move things forward.

[Anju Dhillon, Liberal, Dorval—Lachine—LaSalle, QC]

Ms. Ouellette, you testified earlier and gave very positive testimony about having more women. Can you tell us what you're doing differently from maybe the coalition or about best practices for all of us to learn as to what to do?

[Julia Ouellette]

You know, it's partly luck, but I think we have some very experienced board members around the table who bring with them the HR element. Also, I will say that the individual, a woman, who chaired our search committee has made a huge difference by having that kind of skill set at the table in order to—if you're using a search company—direct them and give them the mandate they need. We certainly found that the search company was very willing and very happy to take that kind of direction. Our search was over eight months. Nobody tried to hurry it. They weren't being paid by the hour. We took the time, they took the time, and we gave them the direction. I think that's a critical piece.

Then, of course, once you get women into senior management positions as the decision-makers, it starts to snowball. They start within their own networks in terms of finding the most skilled, most talented people. I think that's partly been it, and to go back to my earlier comments, I think the mission is one that really appeals to women and leaders.

Also, in terms of its being an organization that's ramping up, I think the challenge and the opportunities for a woman leader to put her imprint on an institution that is something of a blank slate.... I mean, we have our history, but there's a real opportunity to set a new tone. I know that in the case of our own recently hired CEO, that was very compelling. There are not many opportunities to come in, really grow an institution, and significantly influence its direction.

We had a number of factors that I think were favourable, but certainly, having within the board very strong female representation and skill, I think is adding.... We had a candidate who came in and looked around the table and whose first comment was, “Hmm—all women around the table.” That was compelling.

[Anju Dhillon, Liberal, Dorval—Lachine—LaSalle, QC]

As Ms. Cornell stated, there's also a huge lack of racialized women, aboriginal communities, and disabled women, the intersectionality part of it. What percentage of your organization is made up of marginalized women?

[Julia Ouellette]

There aren't—at least not visibly marginalized women. But that is top of mind, and we are considering candidates. Because our project has been such an enormous one, and our board has been such a working board, there are only so many people who can offer that kind of time and heavy lifting. As we work through the biggest part of our challenge in opening up our new space, we're just trying to get the job done. I think we will be able to take even more mindfulness to building that other part of the women's diversity story.

[Anju Dhillon, Liberal, Dorval—Lachine—LaSalle, QC]

Ms. Cornell, from what we heard of your testimony, I think you're trying right from the get-go to get marginalized women in. You're looking at that aspect of it as well. Can you explain that a little?

[Kate Cornell]

Oh, my pleasure.

[Anju Dhillon, Liberal, Dorval—Lachine—LaSalle, QC]

I congratulate you on that, by the way.

[The Chair, Liberal, Julie Dabrusin]

I'm going to have to jump in. Unfortunately, we are out of time again. I know that you've had a couple of questions from different people at the table to which you might not have been able to provide full answers, but you can provide your answers in writing.

[A voice]

Yes, please.

[The Chair, Liberal, Julie Dabrusin]

If you have something you would like to say in response to those questions, please give it to us in writing.

With that, we are going to move to the next part of our meeting, which is in camera for committee business. We will have to suspend shortly so we can transfer over. Thank you.

[Proceedings continue in camera]