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.

This article developed a framework which allows physician leaders to understand existing disparities and barriers that favor inequity in medicine.

This article asseses women participation in leadership roles in paramedicine and concludes that women are underrepresented in leadership roles.

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 article identifies different ways managers could support and include women of color in the workplace.

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

This guide includes webinars, articles, toolkits, books, movies, podcasts that focus on race and anti-racism

Navigating professional life as a "racialized" person can be exhausting. Join Dr. O, a Public Health Physician Specialist in Toronto, as she interviews guests who are overcoming the obstacles of overt and institutionalized racism to achieve their professional goals while creating healthy and fulfilling lives. If you'd like to learn about thriving in the face of adversity while staying well, this is the podcast for you.

A collection of resources and News stories by and for Black Canadians

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.

The examples in the article demonstrate that sexism remains an issue in the headache medicine workplace and our professional societies. The authors hope these examples make readers more aware of problematic behavior, and give them ideas about how to intervene.

The Cupcake Conundrum (expect women and men to play different roles), the Bias Backcheck (don't ask woman colleague what you would not ask a male colleague), and a Doctor is a Doctor is a Doctor ( introduce women with their title) are three things men can stop doing to reduce unconscioud gender bias in the workplace.

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.

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 the twitter posts by Dr. Nancy Rai it emphasizes the importance of word-choice when discussing race and diversity in health care.

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

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