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 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.

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

This study examines the correlation between the improvement in peer review skills of women surgical trainees and mentorship by women surgical mentors.

Composing Access Project is a website of resources for making conferences more accessibgle to people with disabilities. Resources are divided into three sections: For Conference Organizers, Preparing Your Presentation, and During the Conference.

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

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

Intersectionality Matters! is a podcast hosted by Kimberlé Crenshaw, an American civil rights advocate and a leading scholar of critical race theory

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.

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 image shows a child's sketch of a man leader dressed professionally.

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.