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 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.

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

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

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.

Dr. Coplan shares her thoughts as a mentor and the importance of mentoring Generation Z leaders in dental hygiene

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.

Navigating professional life as a "racialized" person can be exhausting. Join Dr. O, a Public Health Physician Specialist in Toronto, as she interviews guests who are overcoming the obstacles of overt and institutionalized racism to achieve their professional goals while creating healthy and fulfilling lives. If you'd like to learn about thriving in the face of adversity while staying well, this is the podcast for you.

a post by Jessica Yang on how societal structures influence the experiences of Women of Colour, from the medical school application process and beyond. The post includes an interview with Uche Blackstock, M.D. about some of her experiences as a Black woman in emergency medicine in the United State

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.

Men have an important role in ensuring that women are represented and supported in positions of leadership. The report identifies impediments such as impostor syndrome and networking difficulties, and proposes that males encourage diversity and challenge preconceptions about collective action.

Organizations are involving men in gender inclusion programs to boost workplace equity. Research shows that active male participation leads to progress in 96% of organizations. Challenges include potential backlash and skepticism. Male allies should listen, respect women's spaces, amplify efforts, embrace discomfort, and engage in supportive partnerships for successful gender equity initiatives.

This article educates male physicians and other professionals in the health care field what microagressions are and how they could address them in the workplace.

Men should reach out to women interested in leadership roles, encourage them to apply and offer to serve them as their ally.

This method consists of pushing people ahead of you and pulling people behind you.

Women health leaders tend to lead from who they are and where they are rather than the position they happen to occupy

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.