Self Motivated Leaders
Are Self Aware
•Recognise their own biases and privileges
•To know when you need boundaries
Manage Themselves
•Recognize your own burden
•take responsibility for self care (& redefine self care)
Develop Themselves
•In a way that is shifts from gender and diversity aware —> transformative
Demonstrate Character
•Recognise the burden of the emotional work of your staff
•Be courageous
Leading an EDI-Informed Self
Ivy Lynn Bourgeault, University of Ottawa & Canadian Health Workforce Network
As described in this chapter, the first L in the LEADS Framework, Leads Self, focuses on developing self-motivated leaders. From an EDI-lens, we build on the four capabilities emphasizing how self-aware leaders must think more critically. This begins by recognizing: 1) we all have unconscious biases , including about what constitutes a leader; 2) we have privileges (or burdens) related to gender, racial, Indigenous, or disability identities as well as social class backgrounds; and 3) an EDI-informed leadership journey includes time and attention towards addressing and unlearning these often taken-for-granted assumptions. Their approach to managing themselves must explicitly recognize their unique sociocultural position, as well as those of others, and that their needs for self-care, for example, may differ. Recognizing and accommodating differences, e.g., diversity management, are key EDI skills but they require emotional labour. Including in their approach to develop themselves must include attention to supporting a shift first to being EDI-aware and ultimately to EDI-transformative. By demonstrating character, EDI-informed leaders would express their integrity by becoming more comfortable with being uncomfortable; that is, being comfortable with diversity and being less complacent about taken-for-granted assumptions about those with which they lead. Developing ally skills across all social dimensions of gender, racialization, Indigeneity, class and ability, is critical in an EDI leader.
Seeking aspiring black and minority ethnic leaders: NHS England Midlands leadership programme for nurses and midwives aims to improve representation of black and minority ethnic staff in senior roles
The NHS England Midlands has initiated a leadership program for nurses and midwives with the goal of enhancing the representation of black and minority ethnic staff in senior roles within the organization.
Outcomes of a leadership programme for black, Asian and minority ethnic mental health nurses
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.
Diversity in Nursing Leadership: Current Outlook and Strategies for Improvement
This article examines the role of diversity within the US population and its implications for nursing. It suggests strategies to increase diversity in nursing leadership include targeted recruitment, supportive practice environments, and addressing bias.
Achieving Gender Equity in Physician Compensation and Career Advancement: A Position Paper of the American College of Physicians
This article highlights solutions that can help promote gender equality and fight against existing barriers and disparities which prevent women from academic advancement in medicine.
Empowering the Invisible: Accelerating Leadership Development for Midcareer Women in Medicine
The article presents a leadership skill development program designed for midcareer women physicians.
Ensuring equity, diversity, and inclusion in the Society for Vascular Surgery: A report of the Society for Vascular Surgery Task Force on Equity, Diversity, and Inclusion
This article examines EDI particularly in the Vascular Surgery field. It promtes equal access to leadreship and opportunities within the domain independently of the professional's characteristics.
When the River Runs Dry: Leadership, Decolonisation and Healing in Occupational Therapy.
This paper puts emphasis on decolonisation, which implies dismantling the current system and practices and promotes accessible leadership of Indigenous people in Australia and New Zealand.
Physician Men Leaders in Emergency Medicine Bearing Witness to Gender-Based Discrimination.
This study examines the perception and reaction of male leaders regarding gender-based discrimination against women colleagues in emergency medicine.
Supporting diverse health leadership requires active listening, observing, learning and bystanding
This paper studies leading practices that will help apply and promote diverse health leadership.
African Nova Scotian nurses' perceptions and experiences of leadership: a qualitative study informed by Black feminist theory.
This study addresses anti-Black racism in health care practice and leadership positions of African Nova Scotian nurses.
Canadian Association of Radiologists Commitment to Equity, Diversity and Inclusion in Canadian Radiology.
This article examines the commitment of the Canadian Association of Radiologists to including EDI into the workplace.
Gender imbalance amongst promotion and leadership in academic surgical programs in Canada: A cross-sectional Investigation.
This paper examines the representation of women surgeons in academic leadership positions across Canadian universities.
The perceived organizational impact of the gender gap across a Canadian department of medicine and proposed strategies to combat it: a qualitative study.
This article studies the awareness of the existing gender gap within academic medicine amongst faculty members of the department of medicine.
Lack of Gender Disparity Among Administrative Leaders of Canadian Health Authorities.
This study examines gender distribution across Canadian health authorities and concluded that there are no gender disparities amongst them.
Equity, Diversity, and Inclusion moments to raise Equity, Diversity, and Inclusion literacy among physician leaders.
This article developed a framework which allows physician leaders to understand existing disparities and barriers that favor inequity in medicine.
Leadership for change: participatory facilitation as a method to make organizational impact in equity, diversity and inclusion using the CAEP board of directors as an exemplar.
The third paper of the "Leadership for change" series focuses on what the Canadian Asssociation of Emergency Physicians do to advance EDI in Emergency medicine.
Ableism / Language
For some offending words, please see the list generated by Lydia X. Z. Brown aka as Autistic Hoya. A list of alternatives to ableist slurs, descriptions, and metaphors is also given for those interested in unlearning the patterns of linguistic ableism in their own language
Tips to intervening on a homophobic, biphobic or transphobic attack
In situations where there are high levels of risk, be aware of these risks before you choose what you’re going to do. In situations with less immediate threats, such as someone saying a hurtful joke, you many consider explaining why the joke is hurtful and/or leaves people out. Remember you can be soft on the person but hard on the issue
TransWhat? A Guide towards Allyship
Allyship to trans people involves a number of different actions: some are necessary and relatively easy, while some require more commitment and activism. Some of these are behaviors that you must engage in to treat trans people respectfully; some are goals to aspire to, but they may take a while and require some more courage!
Who does she think she is? Women, leadership and the ‘B’(ias) word $
Women's leadership efficacy parallels that of males, but they face a double bind: adhering to gender expectations can impede leadership, and vice versa. Gender disparities are exacerbated by implicit prejudice, societal norms, and unequal expectations. These discrepancies are caused by social and organizational factors rather than talent. Practical ideas are aimed at increasing women's leadership representation.
