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.
Pandemic hit academic mothers especially hard, new data confirm Policy changes are needed to aid female scientists
Parental leave polices are an example of an upstream policy that could help to level the playing field. COVID-19 put many existing inequalities in stark relief.
Canadian Centre for Diversity and Inclusion website
The Canadian Centre for Diversity and Inclusion (CCDI) is a national charity established in 2013 with the mandate of building a more inclusive Canada. We envision a world where all individuals are treated with dignity and respect and where everyone has equal access to opportunities and resources.
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.
In a Facebook post by Ontario Midwives, it states that equal rights for others does not imply diminished rights for you.
Increasing Pathways to Leadership for Black, Indigenous, and other Racially Minoritized Women
This paper focuses on pathways that can help Black, Indigenous, and other racially minoritized women to fulfill leadership positions in post-secondary institutions.
Culture of leadership we need to be cultivating
Leadership means caring in Ojibwe and Cree culture.
Racial microaggressions are racism full stop
The post clarifies that micro in microaggressions doesn't mean that the impact is minor but it refers to the level of racism.
Equitable, diverse and inclusive environments in organizations
This podcast episode discuss of the creation of equitable, diverse and inclusive environments within organizations
11 Deadly Sins of Diversity Programs
The author illustrates 11 mistakes of Diversity programs.
On the occasion of International Women's Day, Melanie Bechard posted on X that while it is good that men acknowledge their female partners' professional sacrifices, it is better that men structure their lives so that their female partners do not have to sacrifice their career goals.
The author shared on X on the occasion of International Women's Day his feminist father strategy which consist of declining most speaking invitations because more academic work for him leads to more mom-work for his partner and less father-time with his baby.
A post where Andre Picard states that he no longer wants to partake in manels, all male panels.
In the quote by Dr. Gigi Osler, past president of the Canadian Medical Association (CMA) and EMT surgeon states that gender equity is related to patient care. Patient are denied better quality care with the current structural gender bias.
In the quote by Andre Picard, health columnist at The Globe & Mail states that despite the health care workers being dominantly women, the health care leaders are predomnantly men. This is due to cultural, social, and economic reasons.
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.
