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.
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.
Women's Participation in Leadership Roles in a Single Canadian Paramedic Service.
This article asseses women participation in leadership roles in paramedicine and concludes that women are underrepresented in leadership roles.
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.
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
Addressing systemic racism in healthcare
A reflection article that shares the racism experienced by Dr. Nabeela Nathoo, a second- generation Canadian of East-Indian descent
Episode 7: Native Appropriation
In this episode, All My Relations explores the topic of cultural appropriation—it’s become such a buzzword, but what is it, really? Here, you'll have the opportunity to listen into that conversation, as we reveal our feelings about the infamous white savior photographer Edward S. Curtis, Halloween, answer listener questions, and more.
Picture a Leader. Is She a Woman? $
When asked to picture a leader, most people will draw a man. Researchers investigate the consequences.
In the quote by Johny Van Aerde, executive medical director of the Canadian Society of Physician Leaders states that it is more difficult for women to obtain grants and publish papers. It is unacceptable in academia.
