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.

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

This book discusses of diversity, equity, inclusion, and belonging.

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.

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 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.