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.
Intersectionality Matters
Intersectionality Matters! is a podcast hosted by Kimberlé Crenshaw, an American civil rights advocate and a leading scholar of critical race theory
Dear White People: Here Are 10 Actions You Can Take To Promote Racial Justice In The Workplace $
An article that offers some ideas allies can put in place in order to promote racial justice in thier own workplace
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.
White Fragility: Why its so hard for white people to talk about race
Dr. Robin DiAngelo participates in a panel discussion at the University of Manitoba. The panellists explore the violence of ongoing settler colonialism and whiteness in relation to health and well being in Canada. Dr. Anderson speaks of the myth of “colour blindness” in Canada because of Universal Health Care in Canada we treat everyone the same despite evidence of great disparities in health between white settlers and Indigenous peoples and people of colour
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: The Missing Piece Of The Gender Balance Jigsaw $
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.
This CEO Says Men Can Be Allies to Their Female Coworkers by Doing 4 Things
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 Lancet Group’s commitments to gender equity and diversity $
The Lancet Group is committed to increasing diversity and inclusion in research and publishing, and in particular to increasing the representation of women and colleagues from low-income and middle-income countries among our editorial advisers, peer reviewers, and authors. The Lancet Group is committed to no all-male panels (“manels”).
Emerging Health Leaders Website
Through networking and educational events, Emerging Health Leaders provides a forum for open, collaborative, and constructive dialogue on timely national health issues. EHL targets young health leaders from a cross section of health employers in the public, private, and not-for-profit sector. Members of EHL meet to share workplace experiences and perspectives, discuss recent health system publications, communicate forthcoming events — including seminars, workshops and conferences — as well as engage in rich discussions on a host of political and health related issues.
Canadian College of Health Leaders’s National Mentorship Program (NMP) website
The CCHL National Mentorship Program is offered at no cost to all College members, at every stage of their career, from coast to coast. The program can be accessed through the College’s online community and leadership development platform called the CCHL Circle.
The Truth and Reconciliation Website
The TRC was charged to listen to Survivors, their families, communities and others affected by the residential school system and educate Canadians about their experiences. The resulting collection of statements, documents and other materials now forms the sacred heart of the NCTR.
AAMC Statement on Gender Equity
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.
Underrepresented & Underpaid: diversity & equity among Canada's Post-secondary Education Teachers
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.
Increasing Pathways to Leadership for Black, Indigenous, and other Racially Minoritized Women
This paper focuses on pathways that can help Black, Indigenous, and other racially minoritized women to fulfill leadership positions in post-secondary institutions.
Men are worse allies than they think
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.
Push-Pull Mentoring
This method consists of pushing people ahead of you and pulling people behind you.
The author shared on X on the occasion of International Women's Day his feminist father strategy which consist of declining most speaking invitations because more academic work for him leads to more mom-work for his partner and less father-time with his baby.
In the quote by Sophie Soklardis, Interim Director of Education at the Centre for Addiction and Mental Health states that in a study 74% of male senior business managers cited fear as a barrier to men's support for gender equity.