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.

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Building Solidarity with Black Nurses to Dismantle Systemic and Structural Racism in Nursing.

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.

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The missing voice of women in COVID-19 policy-making

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.

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12 Steps to Close the Gender Pay Gap by 2025

The issue of the gender pay gap is complex and the product of many contributing factors. Closing it will require a multi-level strategy. This is why the Equal Pay Coalition has compiled the following 12 steps. While none of these efforts will close the gap on their own, we believe that change is possible, and that in concert they will contribute to our goal of a 0% gap by 2025.

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Ontario midwives call on Ford government to comply with tribunal orders to end gender discrimination with hand-delivered messages

The Human Rights Tribunal of Ontario ordered the Ford government to take concrete actions to close the gender pay gap. On Friday, February 28, 2020 at 12:00 p.m. (EST), midwives across the province hand-delivered letters to their local Conservative MPPs asking them to implement the orders, instead of appealing the decision and continuing to spend resources fighting midwives in court.

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Tribunal delivers landmark victory to Ontario midwives in years-long pay-equity battle

Ontario’s human rights tribunal has ordered the Ford government to boost the wages of the province’s 963 registered midwives due to long-standing gender discrimination. The ruling, which flows from a 2018 interim finding of gender discrimination, orders a 20 per cent pay hike retroactive to 2011. It also awards eligible midwives $7,500 for “injury to dignity, feelings and self-respect

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