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.
We need to stop "untitling" and "uncredentialing" professional women
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.
Men as Allies
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.
Men: The Missing Piece Of The Gender Balance Jigsaw $
Joy Burnford's article highlights the significance of incorporating males in the gender balance movement in the workplace. It highlights the need of male allies, role models, and sponsorship in achieving gender balance for the benefit of both enterprises and society.
Listen up, men: We must shun our sexist friends
Matthew Rozsa's article underlines the significance of challenging and combating sexist attitudes among friends. It encourages men to be active supporters in the fight against sexism and emphasizes the need of empathy and accountability in this effort.
British Columbia Teacher's Confederation
Allyship helps build relationships based on trust; it is not an identity and should be recognized by the people we want to ally ourselves with.
How Men Can Become Better Allies to Women $
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.
Eleven Things Not to Say to Your Female Colleagues
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.
Being Mentored Helps Black Medical Students Face Isolation, Racial Microaggressions
Jamal Hill, a black medicine student, shares his experiences in the field where he experienced racism and how being mentored helped him face these difficulties.
The Atlantic "On the Shoulders of Giants" series
The Atlantic is a magazine which publishes literature pursuing truth impartially.
Global Health Me
Global Health Me is a mentorship website which facilitates engagement between students, young professionals, and experienced global health professionals.
American Council on Education’s Office of Women in Higher Education (OWHE)
ACE Women's Network is a national system of netwoks that support women in higher education.
Cite Black Women Principles Guide
The post encourages researchers to cite black women in their work.
In retrospect, Dr. Dennis, who had a fulfilling career, regrets not addressing gender imbalances and their own privilege as a male earlier. They eventually engaged in mentorship and allyship with women, finding it rewarding. They now take satisfaction in women's success but wish they had supported gender diversity earlier in their career.
Talk to your peers and colleagues about sexual harassment and assault and erode the status that some serial harassers continue to enjoy. Do not collaborate with them. Do not invite them to meetings, to seminars. Do not invite them to be a PI on a training grant or to participate in a graduate program.
Men should reach out to women interested in leadership roles, encourage them to apply and offer to serve them as their ally.
Push-Pull Mentoring
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 this powerpoint slide titled ‘Getting Men on Board’ it describes basic strategies of men allyship
Brave Enough MD tweeted on February 19 that one of the responsibilities of a woman leader is to accept backlash.
