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

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.

An article that offers some ideas allies can put in place in order to promote racial justice in thier own workplace

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.

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.

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.

The author describes how embracing radical feminism changed their life, suggesting that males accept a feminist criticism of patriarchy, particularly regarding sexual exploitation, in order to live a more purposeful and joyous living beyond traditional masculinity.

Joy Burnford's article highlights the significance of incorporating males in the gender balance movement in the workplace. It highlights the need of male allies, role models, and sponsorship in achieving gender balance for the benefit of both enterprises and society.

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.

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.

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

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

Study shows that he perception of allyship is different between men and women. More men think that their male peers behave like allies compared to women.