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 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”).

Bizzabo analyzed event data from thousands of events over the past seven years and discovered that events still have a long way to go when it comes to gender diversity. The report analyzed the gender diversity of more than 60,000 event speakers over a seven-year period, from 2013 to 2019. The study spanned 58 countries across five continents, 45 industries and thousands of the world’s largest professional events.

The goal of Women Who Lead is to create a movement that fills the pipeline with diverse women leaders who are ready to advance the healthcare landscape, equipping them with the skills and opportunities they need to succeed. Most importantly, it is a platform for partnership and inspiration that elevates and amplifies the contributions of women and the broader community.

This professional development program delivers evidence-based strategies, skills development and education that help women at various stages of their healthcare careers step into and succeed in leadership positions. It also helps to effectively cultivate highly qualified current and future women leaders by developing the following competencies:

The Canadian Association of University Teachers (CAUT) is welcoming the announcement that an agreement has been reached to ensure more robust equity targets, transparency, and accountability within the Canada Research Chairs (CRC) Program. The settlement builds upon recent government changes to enhance equity, diversity and inclusion in the CRC program, and caps a process started in 2003 by eight academics who, with the support of CAUT, filed a complaint with the Canadian Human Rights Commission over the program’s failure to reflect the diversity of Canada’s university researchers.

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.

Formed in 1976, the Equal Pay Coalition is comprised of dozens of trade unions, women’s and businesswomen’s groups, and community organizations seeking to end gender pay discrimination and close the gender pay gap through legislation, collective bargaining, and social initiatives

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

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.

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 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.

In 2014, CIHR began requiring the inclusion of Sex and Gender Champions on research teams on some funding initiatives. A Sex and Gender Champion is a researcher who possesses or acquires expertise in the study of sex as a biological variable and/or gender as a social determinant of health. The Champion supports the research team to produce rigorous, transparent and generalizable research findings through the consideration of sex and gender factors throughout the research process.

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.

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.