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 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.

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

This report examines Diversity, Equity and Inclusion practices in the medical workplace.

This paper discusses anti-Black and anti-Indigenous racism and barriers within the health sciences and proposes the LEADS framework to boost leadership of the racialized groups.

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 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.

In 2014, CIHR began requiring the inclusion of Sex and Gender Champions on research teams on some funding initiatives. A Sex and Gender Champion is a researcher who possesses or acquires expertise in the study of sex as a biological variable and/or gender as a social determinant of health. The Champion supports the research team to produce rigorous, transparent and generalizable research findings through the consideration of sex and gender factors throughout the research process.

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.

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.

Dr. Michael listed 10 ways men could support women in Medicine.