CWVC Releases Compensation Report on Pay Equity and VC Talent

Canadian Women in Venture Capital (CWVC) has released its fifth annual Canadian Venture Capital Industry Compensation Report, offering the country’s only comprehensive look at salary trends across the VC industry. Based on responses from 203 industry professionals across the country, the 2025 edition examines how salaries, bonuses, and carried interest are changing—and where gaps in fairness and representation persist.

The report, which divides data into investment and operational positions, provides a national snapshot of how compensation varies by gender, seniority, and geography. It also represents new developments in workplace culture, perks, transparency, and long-term career sustainability.

Signals of Progress and Persistent Gaps

This year’s data shows significant movement in various categories, including salary increases and parental leave support. However, it also highlights structural issues that continue to shape the sector. “This year’s report shows meaningful shifts in how firms are thinking about compensation and employee benefits,” said Emily Tiessen, Head of Community at CWVC. “It is encouraging to see progress in some areas, but the data also makes clear where work still needs to be done…”

CWVC leaders underline that pay transparency is becoming increasingly important in promoting career longevity in venture capital. “Pay transparency is critical to supporting long-term careers in venture,” said Fiona McCarten, Head of Partnerships at CWVC. 

McCarten also elaborated how, “Growth opportunities and compensation are consistently cited as the primary reasons why people leave the industry, so these findings help our colleagues build sustainable development paths, while also encouraging firms to build more consistent and equitable compensation practices.” 

Key Trends Shaping the 2025 VC Landscape

While the entire report will be published soon, the high-level themes indicate substantial trends across Canada’s VC industry. 

1. Compensation continues to climb—especially at senior levels. From 2020 to 2025, median compensation increased across most investment titles. Junior roles grow steadily, but compensation for VPs and Partners rises dramatically, showing increased competition for experienced leaders. 

2. Regional gaps are narrowing. Pay for roles up to the Principal level is now fairly consistent across Central and Western Canada. At the VP and Partner levels, salaries in Central Canada are no longer consistently higher, indicating a gradual convergence of regional pay systems.

3. Gender discrepancies widen at the top. Women in enterprise earn more than men in a variety of junior and mid-level professions. However, the trend reverses at the leadership level, with women Partners earning less than men, highlighting ongoing hurdles to achieving senior-level salaries. 

4. Parental leave standards are converging. Three-quarters of respondents reported obtaining a wage increase of 76 to 100 percent, demonstrating increased uniformity and support for parental leave policies among VC businesses. 

5. Retention risks are increasing. Career progression is becoming increasingly frustrating as flat hierarchies impede advancement. Notably, one-third of the staff may depart the industry within the next three years—a crucial indication for businesses looking to improve retention efforts.

Supporting the Future of Canadian Venture Capital

As the only publication of its kind in Canada, CWVC’s Compensation publication remains an essential benchmark for businesses, fund managers, and personnel leaders. The organization has established itself as a major advocate for equity, transparency, and professional development in the industry.

What Canadian Women in VC Stands For

Canadian Women in VC is a non-profit organization dedicated to fostering community, connection, and skill development opportunities for self-identified women working in venture capital. Its purpose is to enable women and allies to help positively impact Canada’s venture landscape.

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