The second paper of the "Leadership for change" series presents the work of the Canadian Association of Emergency Physicians in integrating EDI in Emergency medicine through educational interventions, changes to organizational structure, and incorporation of EDI in strategic planning.

This paper addresses the disparities existing within the healthcare sector by identifying how the Multilevel Organizational Learming Framework can be effective to address leadership issues in medicine.

This paper proposes to focus on systemic level strategies to help women nurses attain leadership roles in heatlh care.

This paper developed a model to explain organizational practices that advance women in health care leadership such as building a supportive culture and mentoring.

The paper focuses on factors that promote gender equity in healthcare and healthscience leadership.

This study establishes concepts and strategies to help advance women in leadership.

This paper identifies different categories of healthcare organisational interventions that promote inclusion, diversity, equity, and accessibility.

The paper identifies interventions used to help women advance in healthcare leadership.

This paper is an analysis of issues and proposes actions that could achieve gender equality in science and medicine.

A report by the International Labour Organization and the World Health Organization discovered that women in health care in Geneva earn 24 percent less than their male peers. This wage gap is mostly unexplainable and varies throughout countries.

This guide was created to assist organizations in implementing bystander actions as part of their efforts to prevent sexist and sexually harassing behaviors. It defines bystander action and describes four important stages for establishing successful bystander programs.

Despite initiatives to promote diversity on Ontario healthcare boards, visible minorities account for just 22% of LHIN boards and 14% of hospital boards. Prioritizing professional backgrounds, time restraints, and fundraising duties are all obstacles. Camille Orridge emphasizes the need of taking a comprehensive strategy to ensuring that community perspectives are heard.

The Lancet Group is committed to avoiding all-male panels (manels). Their editors will not participate on panels when there are no women. They aim for a minimum of 50% female speakers at their events and emphasize the importance of women as panelists, not simply moderators or chairs.

According to a global research conducted by the United Nations Development Programme, approximately 90% of individuals have prejudices against women, which affects politics and corporate leadership. Surprisingly, roughly one-third of respondents support violence against women. Gender equality progress has stagnated, necessitating more effective strategies to counteract these ingrained prejudices.

In retrospect, Dr. Dennis, who had a fulfilling career, regrets not addressing gender imbalances and their own privilege as a male earlier. They eventually engaged in mentorship and allyship with women, finding it rewarding. They now take satisfaction in women's success but wish they had supported gender diversity earlier in their career.

In the quote by Bill Tholl, founding executive director of the Canadian Health Leadership Network affirms that it is necessary but not sufficient to mentor those that are behind you but also sponsor them. The distinction there is not just to point to doors, but to actually help doors open.