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.

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.

The article presents a leadership skill development program designed for midcareer women physicians.

This paper studies leading practices that will help apply and promote diverse health leadership.

This study proposes three types of resources to help men in leadership positions understand the importance of their actions through mentorship and sponsorship when supporting women in health.

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

This article developed a framework which allows physician leaders to understand existing disparities and barriers that favor inequity in medicine.

This article asseses women participation in leadership roles in paramedicine and concludes that women are underrepresented in leadership roles.

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.

This paper analyzes how digital tools help in building a model that contribute to the career advancement of women leaders in global health.

This paper proposes to focus on systemic level strategies to help women nurses attain leadership roles in heatlh care.

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

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

An article that offers some ideas allies can put in place in order to promote racial justice in their own workplace

Indigenous Canada is a 12-lesson Massive Open Online Course (MOOC) from the Faculty of Native Studies that explores the different histories and contemporary perspectives of Indigenous peoples living in Canada.

The editorial staff of Queer Events gives a quick definition, history and resource list about two-spirit peoples.Combining and confounding binary gender roles since the beginning of history, Two Spirited people are fundamental components of both Indigenous communities and the Queer community today and are often visionaries, healers and medicine people.

LinkedIn Learning is also offering 11 free classes on practicing allyship and antiracism within the workplace

An open source guide to help anyone considering allyship better understand the pros and cons of what being an ally entails. Allies understand their role in collaboration with people whose lives are affected daily by systemic oppression.

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.

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.