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.

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

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

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

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.

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

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.

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

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 presents the issues that medicine institutions face regarding diversity, equity, and inclusion in their leadership positions.

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 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.

USAID created this reference guide of affitmative and negavtive phrases for communication with people with disabilities

Daphne Frias is a proud champion to the disabled community. Watch this video to hear Daphne give her five biggest tips to being the best ally you can be.

Allyship to trans people involves a number of different actions: some are necessary and relatively easy, while some require more commitment and activism. Some of these are behaviors that you must engage in to treat trans people respectfully; some are goals to aspire to, but they may take a while and require some more courage!

Lily Zheng talks about what she’s learned from studying the workplace experiences of people who identify as trans, nonbinary, genderfluid, butch, or gender - diverse in some other way

The article highlights the underrepresentation of women in decision-making roles in Canada amid the COVID-19 pandemic. Women, especially working mothers, bear the brunt of caregiving responsibilities and are affected by job loss. Their voices are essential to advocate for investing in care infrastructure, which is crucial for economic recovery.

The website "Rentaminority.com" satirizes the superficial attitude to diversity by offering to "rent" minorities for events. It drew unexpected attention, emphasizing the need of true diversity initiatives. The paper emphasizes the significance of openly and substantively addressing diversity concerns, moving beyond tokenism.

The graph shows the percentage of questions asked by women during seminars. They concluded that when a man asked the first question, women asked fewer questions compared to when a woman asked the first question.