Tennis Canada bets on the future for women

Tennis Canada is already recognized as one of the sport federations most involved and concerned about the promotion of gender equality in Canada. The organization wanted to do more to pave the way, launching the “Game. Set. Equity. because “it has become a priority”.

This new initiative proposing targets to be reached within the next five years will be officially unveiled on Tuesday, learned The Press.

According to the official statement, it is an “ambitious and holistic strategy on how the federation will advance equity for women and girls at all levels at Tennis Canada.”

Concretely, “the ultimate goal is that in all areas, whether it’s participation among young people, the number of officials or coaches, we finally arrive at 50-50,” said Valérie Tétreault, Director of the National Bank Open in Montreal.

The work is already well underway for the federation. In January, Terri Temelini became Tennis Canada’s Director of Women’s Advancement. A full-time position, intended exclusively to “grow women’s tennis in the country, specifies Tétreault. It shows how much of a priority it has become for us.”

Sylvain Bruneau, head of women’s tennis and transition at Tennis Canada, has been in the business for ages. This is why he knows how to recognize the light.

“I think there is a great desire to have more female coaches in all areas at Tennis Canada. New people join the organization. »

The proposed five-year plan is defined by five main lines: increasing participation; provide a “fair, inclusive and safe” experience; increase the number of women in decision-making positions; increase the amount of trade agreements to do more promotions; and emphasize the voice of women in the various communication campaigns.

“Several things will make our success tangible,” said Eva Havaris, vice-president of participation and partnerships at Tennis Canada.

In five years, it will be possible, she assures, to measure the repercussions of the program put in place today, even if the outlines are in themselves rather general.

“The number of women in leadership positions. In the office or in the field. It’s proven that the more women you have who help on a technical level, the better it is for young girls, who need role models to know that it’s possible to have a career in the world of sport,” explains- does she in the first place.

Second, “there are several community organizations on the ground that are doing great things. We therefore want to provide resources to these organizations so that they can continue to develop programs to help the future of women’s sport”.

Then, she continues by emphasizing the week of the tournament: “That’s where everyone is watching us. We want more women as volunteers, as employees. We want to promote as many women as possible. »

Not just in the field

Tennis Canada has been blessed in the past decade with the rise of Eugenie Bouchard, Bianca Andreescu and Leylah Fernandez. Three proofs of the success of the federation.

However, it also stands out for its ability to bring together women in key management positions, such as Tétreault and Havaris.

“It’s essential, because if you’re going to have a speech, you have to take action accordingly,” says Bruneau. From his perspective, “there is really a desire to be in 2023, and even to be ahead. […] It’s positive and I see the difference it makes.”

Since taking office, Havaris has advocated a pragmatic approach. According to her, the more women there are, the more role models there will be. “It’s impossible to reach your full potential if you don’t give everyone the chance to reach it. That’s why young girls need to see women “from bottom to top of the pyramid, from players to leaders.”

Afterwards, when young girls see that it is possible to earn a living and make a difference thanks to tennis, “we must also allow women to remain involved in the sport, no matter how,” says Tétreault.

She recalls “that not so long ago”, there was only one woman in the management team. “And there, we are at 50-50. »

She would also like to point out that hiring a woman “is not just to tick a box”. It’s more to “find a point of view that may be different. I sincerely think that we are a better organization now that we have this diversity within our management team”.