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Girls and Sports: Party, Canada and Governor Betting

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Octavian Index

Women Special – Liz Yeigh, Corporate Secretary and Chief Strategy Officer for Agco, a Canadian gaming regulator, explains her vision for gender equality to

Canada is, in many ways, an example of sustainability. In addition to gender equality and gaming policies. However, as is the case everywhere in the world, there is still a lot to be done regarding the role of women in the industry. As he explains in this interview, Liz Yeh, General Secretary and Chief Strategic Officer of the Alcohol and Gaming Commission of Ontario (ACCO).

Yeigh is a decision-making joint leader with more than 25 years of public sector experience focusing on policy, management and programming. Liz leads Agco’s regulatory policy in favor of Ontario’s regulated cannabis retail, liquor, horse racing and gambling industries, corporate affairs and the involvement of external partners.

Previously, he was Vice President of Social and Social Responsibility at the Ontario Lottery and Gaming Corporation. He held progressive positions in the Ministry of Social and Social Services in the Government of Ontario, as well as being the Director of Gaming Policy at the Ontario Ministry of Finance, where he directed government work in support of the modernization of gaming sites. In the mid-2010s.

Gender equality is a more distant goal globally, politically and institutionally and in the business world. Like Northern Europe, some countries are very “developed”, while others are very backward.

The first question I want to ask is, where do you put your country according to the previous list. Do you consider it one of the most “developed” in terms of equality or one that has a lot to do?

“Of course Canada is more developed in terms of gender equality globally and is closer to where Northern European countries are. However, There is still a lot of work to be done in Canada to provide opportunities for people regardless of gender. For example, within Canada the health and social security, education, housing and food service sectors continue to reflect traditional gender roles, making women dominant gender and in the lowest paid positions in most jobs. Although there are many ways to do this Canada works to address gender inequality through laws, policies and education, I hope that having more women in leadership roles will help Canada achieve gender equality. In my view, when women do not take the narrow traditional definition of leadership that can traditionally lead to ‘gender’ roles as mentioned above, they tend to bring a more inclusive leadership style into the workplace. A more inclusive leadership style focuses on embracing diversity, collaborating, establishing trust-based relationships, sharing knowledge, empowering those around them and improving with ‘power’ rather than a ‘power over’ approach.

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His role in the AGCO may be evidence of an equivalent or transformative system. What is your opinion on this and what is your career and personal path to come here. Do you think you have to work harder than a man?

“At Agco, we work hard to build that egalitarian system by recognizing that sustainable integration of diversity, content and access strengthens our business and enriches all of our relationships. We are committed to a culture of equality and belonging where all identities are welcomed and respected, and we are on a journey to fulfill that commitment. My role and my journey to get here is a testament to a system that is constantly changing – so not yet the same system. It is also important to place my professional / personal journey in the context of my privilege as a white woman, which from the outset benefited from direct and easy access to educational opportunities and the many choices that come with having that kind of space within socio-economics. I would not say I had to work hard, instead I had to make different choices, which came from my experience, the choice to have children. Although I have good support to leave my job, which was reserved for me, In a ten year period my career was interrupted three times. Although gender inequality is partly explained by a person’s personal preferences, there are also systematic issues (e.g. promotion opportunities, unconscious bias) that continue to contribute to achieving gender equality in the workplace. My personal journey to become Corporate Secretary and Head of Strategy at the Ontario Alcohol and Gaming Commission has been an accumulation of challenges in accepting new roles and responsibilities; Trying to keep up with new people, leaders and problems; Choosing to move sideways to gain more confidence and experience. I had the privilege of spending the first part of my career in the Ministry of Social Services, and because of the traditional gender roles, there were more women in leadership positions, so I had the opportunity to be seen by women as women who needed leadership opportunities and leadership opportunities. To see themselves as leaders.

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As a gaming regulator, what is your impression of the role of women in this field? Do you often associate with women in the industry or are you infrequent?

“Of course the role of women in this industry is very much in line with the image of an industry where traditional gender roles continue to exist. There are women who sit at the executive level rather than acting in administrative or legal responsibilities. As far as I am concerned I have regular relationships with women at my level, however I can definitely say that there are encounters where I am the only woman at the table. In Canada, women hold about 25 percent of vice presidents and 15 percent of CEOs.

In your opinion, what should a country do to seriously target equality, and what should an industry do beyond the laws to achieve the same goal?

“It’s important to continue to prioritize gender equality in the workplace at all levels. The ever-evolving world around us is not an easy challenge. Continue to try to bring the values ​​of content, reliability and collaboration to the forefront, as this will be useful to us. Recognize and accept that marginalized voices should be included and considered as part of a true acceptance of diversity. Finally, education and communication about gender equality throughout society must continue, grow from being more informed and more developed.

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