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.
Steadfast is the rock: Primary health care Māori nurse leaders discuss tensions, resistance, and their contributions to prioritise communities and whānau during COVID-19
This paper explores the leadership of three Māori nurse leaders during the COVID-19 lockdown in Aotearoa New Zealand. It highlights the use of Māori knowledge to prioritize the health of Māori families and navigate a fragmented healthcare system. It highlights that Indigenous leadership is important in addressing inequities, leveraging unique skills, and promoting collaborative healthcare systems.
Indigenous social exclusion to inclusion: Case studies on Indigenous nursing leadership in four high income countries
This paper highlights the visibility of Indigenous nurses' efforts in advancing strategic approaches for improving health outcomes and resource allocation. Using a Kaupapa Māori case study approach, Indigenous nurse academics from four countries identifies strategies for change, such as Indigenous nationhood, nursing leadership, workforce development, culturally safe practice, and activism.
Seeking aspiring black and minority ethnic leaders: NHS England Midlands leadership programme for nurses and midwives aims to improve representation of black and minority ethnic staff in senior roles
The NHS England Midlands has initiated a leadership program for nurses and midwives with the goal of enhancing the representation of black and minority ethnic staff in senior roles within the organization.
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.
Equity, Diversity, and Inclusion moments to raise Equity, Diversity, and Inclusion literacy among physician leaders.
This article developed a framework which allows physician leaders to understand existing disparities and barriers that favor inequity in medicine.
Women's Participation in Leadership Roles in a Single Canadian Paramedic Service.
This article asseses women participation in leadership roles in paramedicine and concludes that women are underrepresented in leadership roles.
European Institute for Gender Equality (EIGE)’s Gender Mainstreaming Platform
Gender mainstreaming involves applying a gender equality perspective in each phase of the policy-making cycle as well as all areas within policies and processes such as procurement or budgeting. EIGE supports EU institutions and EU member states governmental bodies with the integration of a gender perspect
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
