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.

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

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.

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 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

The complexities of applying to medical school, a lack of mentorship, and struggles to navigate the system are just a few of the roadblocks for Women of Collour in medicine.

Uché Blackstock is an American emergency physician and former associate professor of emergency medicine at the New York University School of Medicine. She is the founder and CEO of Advancing Health Equity, which has a primary mission to engage with healthcare and related organizations around bias and racism in healthcare

In the twitter posts by Dr. Nancy Rai it emphasizes the importance of word-choice when discussing race and diversity in health care.

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.

This paper focuses on pathways that can help Black, Indigenous, and other racially minoritized women to fulfill leadership positions in post-secondary institutions.

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.

Leadership means caring in Ojibwe and Cree culture.

The post clarifies that micro in microaggressions doesn't mean that the impact is minor but it refers to the level of racism.

This podcast episode discuss of the creation of equitable, diverse and inclusive environments within organizations

The post is a visual representation which helps understanding inclusion.

The author illustrates 11 mistakes of Diversity programs.

Talk to your peers and colleagues about sexual harassment and assault and erode the status that some serial harassers continue to enjoy. Do not collaborate with them. Do not invite them to meetings, to seminars. Do not invite them to be a PI on a training grant or to participate in a graduate program.

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.