The Women’s Wellness through Equity and Leadership (WEL) program, developed by six major medical associations, aimed to create equitable work environments for women physicians. This study revealed that peer support and diversity as part of several drivers of the program's success.

This study examines the underrepresentation of minorities, particularly African Americans, in the nursing workforce in the US. It revealed that the academic-practice leadership program helps integrate African American nurses into leaddership positions.

This article addresses a leadership program designed specifically for black, Asian, and minority ethnic mental health nurses, which needs additionnal network opportunities, recognition, and coaching support.

This article discusses ongoing challenges in achieving DEI in nursing. It proposes strategies such as targeted recruitment, mentorship, and leadership programs to foster inclusion.

The article highlights challenges LGBTQ+ individuals face in orthopaedic healthcare, citing discrimination and lack of diversity and training. It advocates for an inclusive environment through awareness, mentorship, and policy changes, promoting equality and improving patient care.

This paper addresses how women are underrepresented in medicine, particularly in leadership roles and the barriers that they face because of their race, gender and ethnicities. It presents metrics that institutions and professional organizations can use to monitor in implementing EDI.

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.

This study examines the perception and reaction of men leaders regarding gender-based discrimination against women colleagues in emergency medicine.

This article studies the awareness of the existing gender gap within academic medicine amongst faculty members of the department of medicine.

This paper discusses the benefits of co-leadership and women's representation in senior health-care positions on the efficiency and quality of health care.

This article identifies different types of biases to promote self-awareness within organizations.

This video focuses on allyship and the problems it entails. It emphasizes on activists who benefit from the "ally industrial complex" and provides a guide for idetifying points of interventions that can be used against the said system.

Lily Zheng talks about what she’s learned from studying the workplace experiences of people who identify as trans, nonbinary, genderfluid, butch, or gender - diverse in some other way

The author describes her experience as a white speaker on an all-white panel at a conference about "minorities and justice." It emphasizes representation difficulties, white privilege, and the need of admitting and combating racism in the criminal justice system. She pledges to do anti-racist acts and advocates for more inclusion and accountability in social justice dialogues.

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.

According to a global research conducted by the United Nations Development Programme, approximately 90% of individuals have prejudices against women, which affects politics and corporate leadership. Surprisingly, roughly one-third of respondents support violence against women. Gender equality progress has stagnated, necessitating more effective strategies to counteract these ingrained prejudices.

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.

The article covers "untitling," a gender prejudice in which women with professional titles are frequently referred to by their first names, whilst males are given titles. It defines "uncredentialing" and provides techniques for combating these prejudices, focusing on leadership accountability and courteous correction.

The post is a visual representation which helps understanding inclusion.

The author illustrates 11 mistakes of Diversity programs.