How CFUW Encourages Intergenerational Leadership

Walk into a Canadian Federation of University Women (CFUW) meeting, and you’ll see something remarkable. At one table, a retired professor might be sharing stories from decades of advocacy work. At another, a graduate student is outlining her first research project. Somewhere in between, a mid-career professional is juggling career advice with volunteering ideas. This mix isn’t accidental—it’s by design. CFUW thrives on intergenerational leadership, where women of all ages learn from, mentor, and inspire each other.

Why Intergenerational Leadership Matters

Leadership isn’t static; it evolves with experience and context. A student leader might bring fresh energy and digital fluency, while a retiree brings wisdom from years of policy advocacy or community service. By blending these perspectives, CFUW ensures that its work is both rooted in history and adaptable for the future.

Intergenerational leadership also combats one of the biggest barriers women face in leadership—feeling isolated. For younger members, seeing role models who’ve navigated careers, families, and advocacy proves it’s possible. For older members, the energy of younger women keeps the mission fresh and forward-looking.

Mentorship That Flows Both Ways

CFUW has long been known for its mentorship culture. Senior members mentor students and early-career professionals through career transitions, grant applications, or advocacy training. But mentorship isn’t one-directional. Younger members often coach older members on technology, digital advocacy, and innovative approaches to outreach.

This exchange creates a two-way street of learning—something many traditional organizations lack.

Programs That Support Connection

Local CFUW clubs run book clubs, scholarship committees, advocacy teams, and speaker events that bring women of all ages together around shared causes. Nationally, CFUW’s scholarships and fellowships often involve alumni who return as mentors or donors, creating a cycle where one generation literally funds the next.

Some clubs have started mentorship circles—small groups where women from different generations meet regularly to share challenges and insights. It’s less formal than traditional mentoring and more about conversation, listening, and mutual growth.

Leadership in Action

Intergenerational collaboration shows up in advocacy, too. For instance, when CFUW presents briefs on issues like pay equity or climate justice, younger members often bring up-to-the-minute research, while older members contribute historical context and policy know-how. Together, they craft stronger, more credible positions that resonate with policymakers.

According to Women and Gender Equality Canada, policy recommendations rooted in diverse lived experiences tend to carry more weight. CFUW embodies this by ensuring multiple generations contribute to its leadership and advocacy.

The Ripple Effect

By encouraging intergenerational leadership, CFUW doesn’t just empower members—it strengthens communities. Younger women gain confidence to lead locally, while seasoned members pass on legacies of resilience and activism. The result is a leadership pipeline that doesn’t just replace itself—it grows stronger over time.

Why It Matters Now

In a world where generational divides often dominate headlines, CFUW models something different: solidarity across ages. Investing in intergenerational leadership ensures the fight for gender equality and education access doesn’t skip a beat from one generation to the next. It keeps the organization dynamic, resilient, and ready for the challenges ahead.

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