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.
Improving Workplace Culture through Evidence-Based Diversity, Equity and Inclusion Practices
This report examines Diversity, Equity and Inclusion practices in the medical workplace.
Physician gender as a source of implicit bias affecting clinical decision-making
This paper examines the correlation between culture and education on gender-based implicit bias in medicine.
Inclusion, diversity, equity, and accessibility: From organizational responsibility to leadership competency
This paper discusses anti-Black and anti-Indigenous racism and barriers within the health sciences and proposes the LEADS framework to boost leadership of the racialized groups.
Using vignettes about racism from health practice in Aotearoa to generate anti-racism interventions
This paper examines racism, microaggressions and discrimintaion in New Zealand. It presents anti-racism interventions on micro, meso and macro levels.
Educational resources on racism/anti-black racism
This guide includes webinars, articles, toolkits, books, movies, podcasts that focus on race and anti-racism
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
Canada's Anti-Racism Strategy
A list of resources, policy options, and actions taken by the Canadian government in relation to their Anti-Racism Strategy
Dr. Nanky Rai Twitter account
In the twitter posts by Dr. Nancy Rai it emphasizes the importance of word-choice when discussing race and diversity in health care.
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.
Men are worse allies than they think
Study shows that he perception of allyship is different between men and women. More men think that their male peers behave like allies compared to women.
A post where Andre Picard states that he no longer wants to partake in manels, all male panels.
