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.
Ten recommendations to increase Black representation within pharmacy organization leadership
This article addresses the underrepresentation of Black within the pharmacy profession, particularly in leadership positions. It identifies 10 recommendations to increase Black representation.
LGBTQ+ in Orthopaedics: Creating an Open and Inclusive Environment
The article highlights challenges LGBTQ+ individuals face in orthopaedic healthcare, citing discrimination and lack of diversity and training. It advocates for an inclusive environment through awareness, mentorship, and policy changes, promoting equality and improving patient care.
Achieving Gender Equity in Physician Compensation and Career Advancement: A Position Paper of the American College of Physicians
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 Path Forward: Using Metrics to Promote Equitable Work Environments
This paper addresses how women are underrepresented in medicine, particularly in leadership roles and the barriers that they face because of their race, gender and ethnicities. It presents metrics that institutions and professional organizations can use to monitor in implementing EDI.
Ensuring equity, diversity, and inclusion in the Society for Vascular Surgery: A report of the Society for Vascular Surgery Task Force on Equity, Diversity, and Inclusion
This article examines EDI particularly in the Vascular Surgery field. It promtes equal access to leadreship and opportunities within the domain independently of the professional's characteristics.
African Nova Scotian nurses' perceptions and experiences of leadership: a qualitative study informed by Black feminist theory.
This study addresses anti-Black racism in health care practice and leadership positions of African Nova Scotian nurses.
Canadian Association of Radiologists Commitment to Equity, Diversity and Inclusion in Canadian Radiology.
This article examines the commitment of the Canadian Association of Radiologists to including EDI into the workplace.
Gender imbalance amongst promotion and leadership in academic surgical programs in Canada: A cross-sectional Investigation.
This paper examines the representation of women surgeons in academic leadership positions across Canadian universities.
Leadership for change: how medical associations are working toward equity, diversity, and inclusion.
The first paper in the four-paper series "Leadership for change"presents the Canadian Association of Emergency Physicians frameworks, EDI strategies and institutional programs.
Misconceptions about women in leadership in academic medicine
This paper analyzes four misconceptions about women in leadership positions in academic medicine as well as other issues such as gender pay gap in the field.
Leadership for change: a step-by-step pathway for developing local capacity for equity, diversity and inclusion.
The fourth paper of the "Leadership for change" series examines what local institutions can do to focus on EDI.
Women’s leadership in academic medicine: a systematic review of extent, condition and interventions
This paper explores barriers that women leaders in academic medicine are facing and analyzes the impact of leadership programs on their careers.
Diversity and inclusiveness in health care leadership: three key steps
This article presents three recommendations for health care leaders to help them improve diversity and inclusion in their institutions leaderships roles.
Intersectionality and nursing leadership: An integrative review
This paper examines how intersectionality was "used to explore issues within the nursing profession".It concludes that being a member of ethnic minority group has a negative impact on one's career.
Improving Workplace Culture through Evidence-Based Diversity, Equity and Inclusion Practices
This report examines Diversity, Equity and Inclusion practices in the medical workplace.
Inclusion, diversity, equity, and accessibility: From organizational responsibility to leadership competency
This paper discusses anti-Black and anti-Indigenous racism and barriers within the health sciences and proposes the LEADS framework to boost leadership of the racialized groups.
ADVANCE: Organizational Change for Gender Equity in STEM Academic Professions (ADVANCE)
The NSF ADVANCE program contributes to the National Science Foundation's goal of a more diverse and capable science and engineering workforce.1 In this solicitation, the NSF ADVANCE program seeks to build on prior NSF ADVANCE work and other research and literature concerning gender, racial, and ethnic equity. The NSF ADVANCE program goal is to broaden the implementation of evidence-based systemic change strategies that promote equity for STEM2 faculty in academic workplaces and the academic profession.
The Dimensions program
Dimensions has two components: a charter and a recognition program. This will support equitable access to funding opportunities, increase equitable and inclusive participation, and embed EDI-related considerations in research design and practices.
The Athena SWAN (Scientic Women’s Academic Network) Charter was established in 2005 by ADVANCE HE to recognize organizations’
The Athena Swan Charter is a framework which is used across the globe to support and transform gender equality within higher education (HE) and research. It was first etablished in 2005 to encourage and recognise commitment to advancing the careers of women in STEM
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.
