Successful Leaders
Demonstrate System / Critical Thinking
•E.g., gender-based analysis+:
•be cognisant of how gender is the most fundamental source of differentiation we make of people;
•be critical – challenge assumptions and ideas of gender neutrality;
•be systematic – by applying this lens consistently and thoroughly and be transparent
Encourage and Support Innovation
Orient Themselves Strategically to the Future
Champion and Orchestrate Change
EDI-Informed System Transformation
Ivy Lynn Bourgeault, University of Ottawa & Canadian Health Workforce Network
Successful leaders think systemically to help achieve System Transformation, the final S in the LEADS Framework. System transformation is not only focused on the health system, but also on systems that perpetuate inequity, lack of diversity, and exclusion within the health system, be that sexism, racism, ableism, classism, ageism or settler colonialism. This can be daunting for health leaders but it builds on the previous elements of the LEADS Framework. By leading from where they are presently situated, successful leaders can champion and orchestrate systemic change. The first capability, systems thinking, can be augmented through tools such as Gender-Based Analysis Plus (GBA+), where the plus refers to other EDI dimensions of visible minority and Indigenous status, and disability, among others. A GBA+ perspective encourages leaders to be cognisant of the forms of differentiation, to challenge commonly held assumptions (i.e., unconscious bias) and to systematically apply this lens consistently and transparently across all leadership activities. The federal Department for Women and Gender Equality (WAGE), formerly Status of Women Canada, hosts a number of GBA+ tools as a starting point. EDI-informed systems transformation requires leaders to move beyond their own leadership journey and develop capabilities to strategically assess which key societal structures pose the strongest barriers to EDI and to strategically orient themselves to support innovation and champion change.
Improving Workplace Culture through Evidence-Based Diversity, Equity and Inclusion Practices
This report examines Diversity, Equity and Inclusion practices in the medical workplace.
Gender and Racial Inequity During Crisis: The Pay gap
This study illustrates how the pandemic has disproportionaetly affected the mental health of women and BIPOC workers. It is also important to look at this data through an intersectional lends, and understand that these stressors are compounded for women of colour.
Reclaiming Power and Place: The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls
The National Inquiry’s Final Report reveals that persistent and deliberate human and Indigenous rights violations and abuses are the root cause behind Canada’s staggering rates of violence against Indigenous women, girls and 2SLGBTQQIA people. The two volume report calls for transformative legal and social changes to resolve the crisis that has devastated Indigenous communities across the country.
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.
