Engaging Leaders
Foster Development of Others
Contribute to the Creation of Healthy Organizations
Recognize micro incivilities to micro aggressions
Communicate Effectively
Build Teams
Engage Others from an EDI-Informed Position
Ivy Lynn Bourgeault, University of Ottawa & Canadian Health Workforce Network
Engage Others, the E in the LEADS Framework, is a key area for EDI-informed leadership. When engaging leaders build teams and foster the development of others, they strive to recognize who they are and are not engaging. Upon that explicit reflection they develop strategies to reach out to under-represented voices. Developing mentoring and sponsorship relationships with emerging leaders from diverse backgrounds, and attending to ongoing succession planning are critical issues. Indeed, these activities must be built into an engaged leaders work day and not off the side of one’s desk. This should not only include horizontal connectivity but also vertical connectivity both within and between disciplines. Effective communication skills must include attention to micro inequities, bias and incivilities, and how they are disproportionately experienced by members of EDI groups, which adds to the emotional labour and burden of certain team members creating an unhealthy work environment for all. By explicitly and actively building psychologically healthy and safe environments, free of violence, harassment and bullying, leaders would build on the Mental Health Commission of Canada’s psychological health and safety standard. Making workplaces more amenable to diverse personal and family circumstances adds to a sense of belonging, and thus to the experience of inclusion. Effective, transparent communication via social media also helps to enable access to those who might otherwise be excluded because of distance, cost, or timing.
Women's Wellness Through Equity and Leadership (WEL): A Program Evaluation
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.
Outcomes of a leadership programme for black, Asian and minority ethnic mental health nurses
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.
Can We Finally Move the Needle on Diversity, Equity, and Inclusion in Nursing?
This article discusses ongoing challenges in achieving DEI in nursing. It proposes strategies such as targeted recruitment, mentorship, and leadership programs to foster inclusion.
LGBTQ+ in Orthopaedics: Creating an Open and Inclusive Environment
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.
The Path Forward: Using Metrics to Promote Equitable Work Environments
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.
Building Solidarity with Black Nurses to Dismantle Systemic and Structural Racism in Nursing.
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.
Physician Men Leaders in Emergency Medicine Bearing Witness to Gender-Based Discrimination.
This study examines the perception and reaction of men leaders regarding gender-based discrimination against women colleagues in emergency medicine.
The perceived organizational impact of the gender gap across a Canadian department of medicine and proposed strategies to combat it: a qualitative study.
This article studies the awareness of the existing gender gap within academic medicine amongst faculty members of the department of medicine.
Implementation of a novel peer review academy by Surgery and the Association of Women Surgeons.
This study examines the correlation between the improvement in peer review skills of women surgical trainees and mentorship by women surgical mentors.
A win-win for health care: promoting co-leadership and increasing women’s representation at the top.
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.
