This article presents three recommendations for health care leaders to help them improve diversity and inclusion in their institutions leaderships roles.

This paper examines the correlation between culture and education on gender-based implicit bias in medicine.

This article identifies different types of biases to promote self-awareness within organizations.

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.

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

A report by the International Labour Organization and the World Health Organization discovered that women in health care in Geneva earn 24 percent less than their male peers. This wage gap is mostly unexplainable and varies throughout countries.

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

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.

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.

The article highlights the underrepresentation of women in decision-making roles in Canada amid the COVID-19 pandemic. Women, especially working mothers, bear the brunt of caregiving responsibilities and are affected by job loss. Their voices are essential to advocate for investing in care infrastructure, which is crucial for economic recovery.

Despite initiatives to promote diversity on Ontario healthcare boards, visible minorities account for just 22% of LHIN boards and 14% of hospital boards. Prioritizing professional backgrounds, time restraints, and fundraising duties are all obstacles. Camille Orridge emphasizes the need of taking a comprehensive strategy to ensuring that community perspectives are heard.

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.

"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.

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

In a Facebook post by Ontario Midwives, it states that equal rights for others does not imply diminished rights for you.

The post is a visual representation which helps understanding inclusion.

The author illustrates 11 mistakes of Diversity programs.