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.
Using a Mentorship Approach to Address the Underrepresentation of Ethnic Minorities in Senior Nursing Leadership.
Healthcare organizations must be intentional and purposeful in creating diversity programs. A nursing leader mentorship program for racial and ethnic minority nurse managers was introduced at a large academic medical center to meet this need. The program design was based on the successful Leadership Institute for Black Nurses, first conducted at a university school of nursing
Mentoring Experience for Career Advancement: The perspectives of Black Women Academic Nurse Leaders
The study aimed to examine how Black women academic nurse leaders perceive mentoring in academic nursing using critical race theory as the guiding framework and explore the crucial role of mentorship in promoting and advancing Black women academic nurse leaders
Pro-Con Debate: Consideration of Race, Ethnicity, and Gender Is Detrimental to Successful Mentorship
In this article, we discuss whether and how race, ethnicity, and gender should be considered in the setting of mentorship programs and the formation of individual mentoring relationships, as well as some of the potential consequences that lie therein.
Mentoring the Next Generation of Leaders in Dental Hygiene.
Dr. Coplan shares her thoughts as a mentor and the importance of mentoring Generation Z leaders in dental hygiene
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.
Think twice: Co leadership and representation of women
This paper reflects on co-leadersship and the gender disparity in senior health-care positions.
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.
Inclusive Leadership: Equity and Belonging in Our Communities
This book discusses of diversity, equity, inclusion, and belonging.
Improving Workplace Culture through Evidence-Based Diversity, Equity and Inclusion Practices
This report examines Diversity, Equity and Inclusion practices in the medical workplace.
Meet 3 Black Women Fighting for Long COVID Recognition
This article focuses on 3 Black women and the long term effects of COVID-19. After struggling to access care and feeling ignored by health care providers, Chimère Smith, Ashanti Daniel, and Ashley Jackson advocate for long-covid care to be more inclusive and accessible to people form low income backgrounds
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.
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.
Eleven things not to say to your female colleagues
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.
