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.
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.
Inclusive Leadership: Equity and Belonging in Our Communities
This book discusses of diversity, equity, inclusion, and belonging.
Women of Color Get Less Support at Work. Here’s How Managers Can Change That.
This article identifies different ways managers could support and include women of color in the workplace.
Common biases found in the workplace: visible and invisible inequalities
This article identifies different types of biases to promote self-awareness within organizations.
Accomplices Not Allies - Abolishing The Ally Industrial Complex
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.
A guide to accesible Online Space
Restorying autism has a focus on the project is decolonizing stories of Autism beyond global North biomedical narratives of Autism as a problem in need of a professional remedy.
Educational resources on racism/anti-black racism
This guide includes webinars, articles, toolkits, books, movies, podcasts that focus on race and anti-racism
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.
Canada's Anti-Racism Strategy
A list of resources, policy options, and actions taken by the Canadian government in relation to their Anti-Racism Strategy
Being Black in Canada
A collection of resources and News stories by and for Black Canadians
Jacqui Dyer and Natalie Creary on race, mental health and BlackThrive
Jacqui Dyer and Nathalie Creary are two Black women working to dismantle systems of oppression in relation to mental health for Black folks in the United Kingdom. In this podcast, Jacqui Dyer says their work is founded on: “Having adult conversations with those who have a growth mindset, not a fixed mindset (after 11:45).” This is the difficultyet necessary work that is required within an anti-racism framework.
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.
White Fragility: Why its so hard for white people to talk about race
Dr. Robin DiAngelo participates in a panel discussion at the University of Manitoba. The panellists explore the violence of ongoing settler colonialism and whiteness in relation to health and well being in Canada. Dr. Anderson speaks of the myth of “colour blindness” in Canada because of Universal Health Care in Canada we treat everyone the same despite evidence of great disparities in health between white settlers and Indigenous peoples and people of colour
11 free LinkedIn courses to combat racism in the workplace
LinkedIn Learning is also offering 11 free classes on practicing allyship and antiracism within the workplace
Call it out
A 30-minute interactive eCourse that offers a foundation for learning about race, racial discrimination and human rights protections under Ontario's Human Rights Code. The course offers a historical overview of racism and racial discrimination, explains what “race,” “racism” and “racial discrimination” mean, and provides approaches to preventing and addressing racial discrimination.
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.
Mansplaining, explained in one simple chart
A map of questions to ask oneself to identify whether or not one is mansplaining.
We need to stop "untitling" and "uncredentialing" professional women
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.
Barriers & Bias: The Status of Women in Leadership
"Barrier & Bias," an AAUW study, investigates gender gaps in STEM areas. It identifies prejudices and cultural barriers, as well as ideas for advancing gender parity in scientific, technology, engineering, and mathematics careers.
Listen up, men: We must shun our sexist friends
Matthew Rozsa's article underlines the significance of challenging and combating sexist attitudes among friends. It encourages men to be active supporters in the fight against sexism and emphasizes the need of empathy and accountability in this effort.
