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.
Improving Workplace Culture through Evidence-Based Diversity, Equity and Inclusion Practices
This report examines Diversity, Equity and Inclusion practices in the medical workplace.
Reclaiming Power and Place: The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls
The National Inquiry’s Final Report reveals that persistent and deliberate human and Indigenous rights violations and abuses are the root cause behind Canada’s staggering rates of violence against Indigenous women, girls and 2SLGBTQQIA people. The two volume report calls for transformative legal and social changes to resolve the crisis that has devastated Indigenous communities across the country.
Men’s Fear of Mentoring in the #MeToo Era — What’s at Stake for Academic Medicine? $
Women in medicine experience sexual harassment and discrimination, with some men fearing mentorship due to potential false allegations. This deprives women of career opportunities and perpetuates gender inequality. To address this, self-reflection and support are needed to create an inclusive environment and promote women's career advancement in medicine.
12 Steps to Close the Gender Pay Gap by 2025
The issue of the gender pay gap is complex and the product of many contributing factors. Closing it will require a multi-level strategy. This is why the Equal Pay Coalition has compiled the following 12 steps. While none of these efforts will close the gap on their own, we believe that change is possible, and that in concert they will contribute to our goal of a 0% gap by 2025.
Faculty Roster: U.S. Medical School Faculty Report
The annual report "U.S. Medical School Faculty" is a set of tables and trend analyses that answer common questions about the national distribution of full-time faculty. The information is displayed by various characteristics such as department, rank, degree, tenure status, gender, and race/ethnicity.
AAMC Statement on Gender Equity
The AAMC acknowledges that gender equity is a key factor in achieving excellence in academic medicine. To achieve the benefits of diversity, diversity must be inextricably linked to inclusion and equity. Environments are equity-minded when every person can attain their full potential and no one is disadvantaged from achieving this potential by their social position, group identity, or any other socially determined circumstance.
Underrepresented & Underpaid: diversity & equity among Canada's Post-secondary Education Teachers
Representation gains have been made among some, but not all, groups of racialized teachers in the university sector. Wage gaps exist between men and women and worsen for racialized and Aboriginal university and college teachers.
