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.

This study stresses the importance of ensuring respectful environments in canadian medical schools in order to prevent sexual harassment.

This article focuses on the importance of Indigenous representation in healthcare leadership positions.

This post focuses on gender bias and microaggression in the academic field and their repercussion on women's research to obtain fellowships.

Gender mainstreaming is a key strategy adopted by the European Institute for Gender Equality (EIGE) to make gender equality a reality.

The infographic is a campaign for the course "Career Advancement and Leadership Skills for Women in Healthcare" to find ways to suport women in medicine withing the organizations and healthcare institutions.

This article focuses on the "Continuous Improvement Model" which is used in the workplace to improve work culture and daily performance.

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.

Men should reach out to women interested in leadership roles, encourage them to apply and offer to serve them as their ally.

On the occasion of International Women's Day, Melanie Bechard posted on X that while it is good that men acknowledge their female partners' professional sacrifices, it is better that men structure their lives so that their female partners do not have to sacrifice their career goals.

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.