Collaborative Leaders

Purposefully Build Partnerships and Networks to create EDI results

Demonstrate a Commitment to coalitions among diverse groups and perspectives aimed at learning to improve service

  • Need to make an effort to bring people up

Mobilize Knowledge

Navigate Socio-Political Environments

  • Need to bring people with different levels of power

Developing EDI-Informed Coalitions

Ivy Lynn Bourgeault, University of Ottawa & Canadian Health Workforce Network

Just as EDI considerations inform leadership capabilities within one’s discipline, group or organization, it also translates to the development of coalitions with others, the fourth D in the LEADS Framework. Collaborative leaders develop coalitions to create EDI awareness and achieve EDI goals within and across disciplines, groups and organizations. Partnerships are purposively built to create these EDI results with notable time and attention paid to create ongoing relationships of trust. This may involve coming to terms with broken trust from past interactions, a key lesson from the Truth and Reconciliation Commission Calls to Action. Collaborative leaders demonstrate a commitment to coalitions with diverse groups and perspectives aimed at learning how to improve service accessibility and cultural safety and acceptability. EDI knowledge within and across organizations is mobilized towards those ends. A purposeful effort to bring people with different voices, experiences, and forms of power to the table and mentoring up, within and across organizations helps to navigate complex socio-political and cultural environments.

United States, Women Leaders, Leadership, Workplace Environment, Bias, Healthcare, Mixed, Article, Gender, EDI, Discrimination Ivy Bourgeault United States, Women Leaders, Leadership, Workplace Environment, Bias, Healthcare, Mixed, Article, Gender, EDI, Discrimination Ivy Bourgeault

Women's Wellness Through Equity and Leadership (WEL): A Program Evaluation

The Women’s Wellness through Equity and Leadership (WEL) program, developed by six major medical associations, aimed to create equitable work environments for women physicians. This study revealed that peer support and diversity as part of several drivers of the program's success.

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United States, Other/Mixed, Leaders, Leadership, Workplace Environment, Engage Others, Bias, Health Science, Mixed, Article, Gender, EDI, Discrimination, Race Ivy Bourgeault United States, Other/Mixed, Leaders, Leadership, Workplace Environment, Engage Others, Bias, Health Science, Mixed, Article, Gender, EDI, Discrimination, Race Ivy Bourgeault

Can We Finally Move the Needle on Diversity, Equity, and Inclusion in Nursing?

This article discusses ongoing challenges in achieving DEI in nursing. It proposes strategies such as targeted recruitment, mentorship, and leadership programs to foster inclusion.

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Women Leaders, Leadership, Workplace Environment, Engage Others, Health Science, Mixed, Article, Gender, EDI, Discrimination Ivy Bourgeault Women Leaders, Leadership, Workplace Environment, Engage Others, Health Science, Mixed, Article, Gender, EDI, Discrimination Ivy Bourgeault

Empowering the Invisible: Accelerating Leadership Development for Midcareer Women in Medicine

The article presents a leadership skill development program designed for midcareer women physicians.

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Canada, Other/Mixed, Leaders, Leadership, Engage Others, Discrimination, Bias, Health Science, Mixed, Article, Gender, EDI, Race Ivy Bourgeault Canada, Other/Mixed, Leaders, Leadership, Engage Others, Discrimination, Bias, Health Science, Mixed, Article, Gender, EDI, Race Ivy Bourgeault

Supporting diverse health leadership requires active listening, observing, learning and bystanding

This paper studies leading practices that will help apply and promote diverse health leadership.

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Canada, Male Allies, Leadership, Engage Others, Discrimination, Bias, Health Science, Article Ivy Bourgeault Canada, Male Allies, Leadership, Engage Others, Discrimination, Bias, Health Science, Article Ivy Bourgeault

Leading practices for men to support women’s health leadership: A toolkit of resources to initiate change

This study proposes three types of resources to help men in leadership positions understand the importance of their actions through mentorship and sponsorship when supporting women in health.

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Canada, ON, Other/Mixed, Leaders, Leadership, Engage Others, Discrimination, Bias, Healthcare, Mixed, Article, Gender, EDI, Race Ivy Bourgeault Canada, ON, Other/Mixed, Leaders, Leadership, Engage Others, Discrimination, Bias, Healthcare, Mixed, Article, Gender, EDI, Race Ivy Bourgeault

Building Solidarity with Black Nurses to Dismantle Systemic and Structural Racism in Nursing.

This paper studies how systemic and structural racism affect nurses of colour and what the Registered Nurses Association of Ontario and the government can do to address the situation.

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Canada, Other/Mixed, Everyone, Engage Others, Leadership, Discrimination, Micro Aggressions, Bias, Health Science, Mixed, Article, Race, Gender, EDI Ivy Bourgeault Canada, Other/Mixed, Everyone, Engage Others, Leadership, Discrimination, Micro Aggressions, Bias, Health Science, Mixed, Article, Race, Gender, EDI Ivy Bourgeault

Leadership for change: how medical associations are working toward equity, diversity, and inclusion.

The first paper in the four-paper series "Leadership for change"presents the Canadian Association of Emergency Physicians frameworks, EDI strategies and institutional programs.

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Canada, SK, Other/Mixed, Leaders, Leadership, Discrimination, Bias, Healthcare, Race, Article Ivy Bourgeault Canada, SK, Other/Mixed, Leaders, Leadership, Discrimination, Bias, Healthcare, Race, Article Ivy Bourgeault

Building More Bridges: Indigenous leadership in a study assessing the impact of distance to care on markers of quality HIV care in Saskatchewan

This paper discusses how Indigenous living with HIV in Saskatchewan can play a major role in HIV research and HIV care.

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United States, Other/Mixed, Leaders, Engage Others, Leadership, Discrimination, Bias, Health Science, Mixed, Article, Gender, EDI Ivy Bourgeault United States, Other/Mixed, Leaders, Engage Others, Leadership, Discrimination, Bias, Health Science, Mixed, Article, Gender, EDI Ivy Bourgeault

Misconceptions about women in leadership in academic medicine

This paper analyzes four misconceptions about women in leadership positions in academic medicine as well as other issues such as gender pay gap in the field.

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Canada, Other/Mixed, Everyone, Engage Others, Leadership, Discrimination, Micro Aggressions, Bias, Health Science, Mixed, Article, Race, Gender, EDI Ivy Bourgeault Canada, Other/Mixed, Everyone, Engage Others, Leadership, Discrimination, Micro Aggressions, Bias, Health Science, Mixed, Article, Race, Gender, EDI Ivy Bourgeault

Leadership for change: a step-by-step pathway for developing local capacity for equity, diversity and inclusion.

The fourth paper of the "Leadership for change" series examines what local institutions can do to focus on EDI.

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Canada, Other/Mixed, Everyone, Engage Others, Leadership, Discrimination, Micro Aggressions, Bias, Health Science, Mixed, Article, Race, Gender, EDI Ivy Bourgeault Canada, Other/Mixed, Everyone, Engage Others, Leadership, Discrimination, Micro Aggressions, Bias, Health Science, Mixed, Article, Race, Gender, EDI Ivy Bourgeault

Leadership for change: working toward equity, diversity, and inclusion.

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.

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Other, Other/Mixed, Everyone, Micro Aggressions, Healthcare, Mixed, Article, Discrimination, Bias Ivy Bourgeault Other, Other/Mixed, Everyone, Micro Aggressions, Healthcare, Mixed, Article, Discrimination, Bias Ivy Bourgeault

Using vignettes about racism from health practice in Aotearoa to generate anti-racism interventions

This paper examines racism, microaggressions and discrimintaion in New Zealand. It presents anti-racism interventions on micro, meso and macro levels.

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