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.
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.
Well-intentioned Bias
The author provides answers to "We all have biases" from faux DEI experts.
Equitable, diverse and inclusive environments in organizations
This podcast episode discuss of the creation of equitable, diverse and inclusive environments within organizations
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.
In the quote by Dr. Gigi Osler, past president of the Canadian Medical Association (CMA) and EMT surgeon states that gender equity is related to patient care. Patient are denied better quality care with the current structural gender bias.
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.
