The first paper in the four-paper series "Leadership for change"presents the Canadian Association of Emergency Physicians frameworks, EDI strategies and institutional programs.

The fourth paper of the "Leadership for change" series examines what local institutions can do to focus on EDI.

This video focuses on allyship and the problems it entails. It emphasizes on activists who benefit from the "ally industrial complex" and provides a guide for idetifying points of interventions that can be used against the said system.

This paper examines racism, microaggressions and discrimintaion in New Zealand. It presents anti-racism interventions on micro, meso and macro levels.

A report by the International Labour Organization and the World Health Organization discovered that women in health care in Geneva earn 24 percent less than their male peers. This wage gap is mostly unexplainable and varies throughout countries.

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.

Despite initiatives to promote diversity on Ontario healthcare boards, visible minorities account for just 22% of LHIN boards and 14% of hospital boards. Prioritizing professional backgrounds, time restraints, and fundraising duties are all obstacles. Camille Orridge emphasizes the need of taking a comprehensive strategy to ensuring that community perspectives are heard.

A map of questions to ask oneself to identify whether or not one is mansplaining.

The article covers "untitling," a gender prejudice in which women with professional titles are frequently referred to by their first names, whilst males are given titles. It defines "uncredentialing" and provides techniques for combating these prejudices, focusing on leadership accountability and courteous correction.

Pete Gombert identified gender pay disparities in his firm, which led to the establishment of GoodWell, a startup that examines workplace inclusion. To reduce toxic masculinity, he recommends men to quantify their influence, implement feedback mechanisms, oppose passivity, and promote openness. Male leaders have the ability to set the tone for change.

Discrimination against women in medicine, such as altered admission tests, harms both female doctors and patient safety. Studies reveal that female physicians provide better care with lower mortality rates. Eliminating barriers to women's advancement and promoting gender diversity in medicine is crucial for equitable healthcare and improving medical outcomes.

In this tweet by UN Women, it provides two definitions of Mansplaining.

In a Facebook post by Ontario Midwives, it states that equal rights for others does not imply diminished rights for you.

This paper focuses on pathways that can help Black, Indigenous, and other racially minoritized women to fulfill leadership positions in post-secondary institutions.

Leadership means caring in Ojibwe and Cree culture.

The post clarifies that micro in microaggressions doesn't mean that the impact is minor but it refers to the level of racism.

This podcast episode discuss of the creation of equitable, diverse and inclusive environments within organizations

The post is a visual representation which helps understanding inclusion.

The author illustrates 11 mistakes of Diversity programs.

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.