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. 

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.

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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.

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Learnings from a mentoring project to support Aboriginal and Torres Strait Islander nurses and midwives to remain in the workforce

This article provides the findings of a research project which explored the experiences of participants in a mentoring program designed to support Aboriginal and Torres Strait Islander nurses and midwives in a rural health district.

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Using a Mentorship Approach to Address the Underrepresentation of Ethnic Minorities in Senior Nursing Leadership.

Healthcare organizations must be intentional and purposeful in creating diversity programs. A nursing leader mentorship program for racial and ethnic minority nurse managers was introduced at a large academic medical center to meet this need. The program design was based on the successful Leadership Institute for Black Nurses, first conducted at a university school of nursing

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Mentoring Experience for Career Advancement: The perspectives of Black Women Academic Nurse Leaders

The study aimed to examine how Black women academic nurse leaders perceive mentoring in academic nursing using critical race theory as the guiding framework and explore the crucial role of mentorship in promoting and advancing Black women academic nurse leaders

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Pro-Con Debate: Consideration of Race, Ethnicity, and Gender Is Detrimental to Successful Mentorship

In this article, we discuss whether and how race, ethnicity, and gender should be considered in the setting of mentorship programs and the formation of individual mentoring relationships, as well as some of the potential consequences that lie therein.

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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.

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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.

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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.

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Accomplices Not Allies - Abolishing The Ally Industrial Complex

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.

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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.

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History of Two-spirit

The editorial staff of Queer Events gives a quick definition, history and resource list about two-spirit peoples. Combining and confounding binary gender roles since the beginning of history, Two Spirited people are fundamental components of both Indigenous communities and the Queer community today and are often visionaries, healers and medicine people.

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A 30-minute interactive eCourse that offers a foundation for learning about race, racial discrimination and human rights protections under Ontario's Human Rights Code. The course offers a historical overview of racism and racial discrimination, explains what “race,” “racism” and “racial discrimination” mean, and provides approaches to preventing and addressing racial discrimination.

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How to be an active bystander

This guide was created to assist organizations in implementing bystander actions as part of their efforts to prevent sexist and sexually harassing behaviors. It defines bystander action and describes four important stages for establishing successful bystander programs.

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