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

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 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.

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

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

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.

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.

Pete Gombert identified gender pay disparities in his firm, which led to the establishment of GoodWell, a startup that examines workplace inclusion. To reduce toxic masculinity, he recommends men to quantify their influence, implement feedback mechanisms, oppose passivity, and promote openness. Male leaders have the ability to set the tone for change.

This paper focuses on pathways that can help Black, Indigenous, and other racially minoritized women to fulfill leadership positions in post-secondary institutions.

The author provides answers to "We all have biases" from faux DEI experts.

This podcast episode discuss of the creation of equitable, diverse and inclusive environments within organizations

This method consists of pushing people ahead of you and pulling people behind you.

In the quote by Dr. Gigi Osler, past president of the Canadian Medical Association (CMA) and EMT surgeon states that gender equity is related to patient care. Patient are denied better quality care with the current structural gender bias.

A post where Shailja emphasizes the importance of recognizing and empowering women. It encourages reading, citing, and crediting women's work, teaching and publishing women's contributions, acknowledging and awarding women's achievements, promoting and supporting women in various fields, listening to and believing women's voices, and ensuring equal pay for women.