
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.
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.
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.
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.
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.
BlackChat the Podcast
Dedicated to healing Black communiteis in the lower mainland trhough family reunion styled gatherings
Addressing systemic racism in healthcare
A reflection article that shares the racism experienced by Dr. Nabeela Nathoo, a second- generation Canadian of East-Indian descent
For Women of colour in Medicine, the Challenges Extend Beyond Education $
a post by Jessica Yang on how societal structures influence the experiences of Women of Colour, from the medical school application process and beyond. The post includes an interview with Uche Blackstock, M.D. about some of her experiences as a Black woman in emergency medicine in the United State
Intersectionality Matters
Intersectionality Matters! is a podcast hosted by Kimberlé Crenshaw, an American civil rights advocate and a leading scholar of critical race theory
Breathe, then speak
Tenille discusses the harmful impact of settler colonialism and the intentional and unintentional perpetuation of negative stereotypes about Indigenous communities. She reflects on attempts to avoid invoking or repeating narratives about trauma and healing, particularly in what she often perceives to be unsafe settler spaces.
Eleven things not to say to your female colleagues
The examples in the article demonstrate that sexism remains an issue in the headache medicine workplace and our professional societies. The authors hope these examples make readers more aware of problematic behavior, and give them ideas about how to intervene.
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.
Got yourself an all-white panel? Just click on rentaminority.com
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.
Photoquote "Women’s visibility in academic seminars: Women ask fewer questions than men"
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.
Equitable, diverse and inclusive environments in organizations
This podcast episode discuss of the creation of equitable, diverse and inclusive environments within organizations
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.