Navigating professional life as a "racialized" person can be exhausting. Join Dr. O, a Public Health Physician Specialist in Toronto, as she interviews guests who are overcoming the obstacles of overt and institutionalized racism to achieve their professional goals while creating healthy and fulfilling lives. If you'd like to learn about thriving in the face of adversity while staying well, this is the podcast for you.

A list of resources, policy options, and actions taken by the Canadian government in relation to their Anti-Racism Strategy

A collection of resources and News stories by and for Black Canadians

Jacqui Dyer and Nathalie Creary are two Black women working to dismantle systems of oppression in relation to mental health for Black folks in the United Kingdom. In this podcast, Jacqui Dyer says their work is founded on: “Having adult conversations with those who have a growth mindset, not a fixed mindset (after 11:45).” This is the difficultyet necessary work that is required within an anti-racism framework.

The National Inquiry’s Final Report reveals that persistent and deliberate human and Indigenous rights violations and abuses are the root cause behind Canada’s staggering rates of violence against Indigenous women, girls and 2SLGBTQQIA people. The two volume report calls for transformative legal and social changes to resolve the crisis that has devastated Indigenous communities across the country.

Dr. Robin DiAngelo participates in a panel discussion at the University of Manitoba. The panellists explore the violence of ongoing settler colonialism and whiteness in relation to health and well being in Canada. Dr. Anderson speaks of the myth of “colour blindness” in Canada because of Universal Health Care in Canada we treat everyone the same despite evidence of great disparities in health between white settlers and Indigenous peoples and people of colour

LinkedIn Learning is also offering 11 free classes on practicing allyship and antiracism within the workplace

A 30-minute interactive eCourse that offers a foundation for learning about race, racial discrimination and human rights protections under Ontario's Human Rights Code. The course offers a historical overview of racism and racial discrimination, explains what “race,” “racism” and “racial discrimination” mean, and provides approaches to preventing and addressing racial discrimination.

The examples in the article demonstrate that sexism remains an issue in the headache medicine workplace and our professional societies. The authors hope these examples make readers more aware of problematic behavior, and give them ideas about how to intervene.

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.

Matthew Rozsa's article underlines the significance of challenging and combating sexist attitudes among friends. It encourages men to be active supporters in the fight against sexism and emphasizes the need of empathy and accountability in this effort.

Pete Gombert identified gender pay disparities in his firm, which led to the establishment of GoodWell, a startup that examines workplace inclusion. To reduce toxic masculinity, he recommends men to quantify their influence, implement feedback mechanisms, oppose passivity, and promote openness. Male leaders have the ability to set the tone for change.

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.

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.