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.
Culture of leadership we need to be cultivating
Leadership means caring in Ojibwe and Cree culture.
Understanding inclusion
The post is a visual representation which helps understanding inclusion.
Cite Black Women Principles Guide
The post encourages researchers to cite black women in their work.
11 Deadly Sins of Diversity Programs
The author illustrates 11 mistakes of Diversity programs.
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.
Push-Pull Mentoring
This method consists of pushing people ahead of you and pulling people behind you.
In the graph presented by Amy C. Edmondson it shows an optimum learning zone is created when there is a culture not of just motivation and accountability but also of psychological safety.
Michael Bach, CCDP/AP tweeted on June 4 that creating an inclusive work environment requires everyone to play a role
In the quote by Bill Tholl, founding executive director of the Canadian Health Leadership Network affirms that it is necessary but not sufficient to mentor those that are behind you but also sponsor them. The distinction there is not just to point to doors, but to actually help doors open.
A post where Shailja emphasizes the importance of recognizing and empowering women. It encourages reading, citing, and crediting women's work, teaching and publishing women's contributions, acknowledging and awarding women's achievements, promoting and supporting women in various fields, listening to and believing women's voices, and ensuring equal pay for women.
In a Facebook post by Ontario Midwives, it states that equal rights for others does not imply diminished rights for you.
In this quote by Candace Brunette-Debassige, Special Advisor of Indigenous Initiatives to the Provost at Western University states that microaggressions need to be disrupted
In this quote by Dr. Josephine Etowa, Professor and Loyer-DaSilva Research Chair, at the University of Ottawa states that there are costs and benefits to leadership if one doesn't act in the face of need.
In this quote by Dr. Savita Dhanvantari, Scientist at Lawson Health Research Institute states that building relationships and trust is important to become a leader.
In the quote by Dr. Gigi Osler, the past president of the Canadian Medical Association (CMA) and EMT surgeon states that diversity helps improve leadership
In this quote by Dr. Mamta Gautam, Psychiatrist at The Ottawa Hospital and in the Department of Psychiatry at the University of Ottawa, and President and CEO of PEAK MD states that women do not need to be limited to one mentor.
Well-intentioned Bias
The author provides answers to "We all have biases" from faux DEI experts.
