Self Motivated Leaders
Are Self Aware
•Recognise their own biases and privileges
•To know when you need boundaries
Manage Themselves
•Recognize your own burden
•take responsibility for self care (& redefine self care)
Develop Themselves
•In a way that is shifts from gender and diversity aware —> transformative
Demonstrate Character
•Recognise the burden of the emotional work of your staff
•Be courageous
Leading an EDI-Informed Self
Ivy Lynn Bourgeault, University of Ottawa & Canadian Health Workforce Network
As described in this chapter, the first L in the LEADS Framework, Leads Self, focuses on developing self-motivated leaders. From an EDI-lens, we build on the four capabilities emphasizing how self-aware leaders must think more critically. This begins by recognizing: 1) we all have unconscious biases , including about what constitutes a leader; 2) we have privileges (or burdens) related to gender, racial, Indigenous, or disability identities as well as social class backgrounds; and 3) an EDI-informed leadership journey includes time and attention towards addressing and unlearning these often taken-for-granted assumptions. Their approach to managing themselves must explicitly recognize their unique sociocultural position, as well as those of others, and that their needs for self-care, for example, may differ. Recognizing and accommodating differences, e.g., diversity management, are key EDI skills but they require emotional labour. Including in their approach to develop themselves must include attention to supporting a shift first to being EDI-aware and ultimately to EDI-transformative. By demonstrating character, EDI-informed leaders would express their integrity by becoming more comfortable with being uncomfortable; that is, being comfortable with diversity and being less complacent about taken-for-granted assumptions about those with which they lead. Developing ally skills across all social dimensions of gender, racialization, Indigeneity, class and ability, is critical in an EDI leader.
When the River Runs Dry: Leadership, Decolonisation and Healing in Occupational Therapy.
This paper puts emphasis on decolonisation, which implies dismantling the current system and practices and promotes accessible leadership of Indigenous people in Australia and New Zealand.
Physician Men Leaders in Emergency Medicine Bearing Witness to Gender-Based Discrimination.
This study examines the perception and reaction of male leaders regarding gender-based discrimination against women colleagues in emergency medicine.
Supporting diverse health leadership requires active listening, observing, learning and bystanding
This paper studies leading practices that will help apply and promote diverse health leadership.
Leading practices for men to support women’s health leadership: A toolkit of resources to initiate change
This study proposes three types of resources to help men in leadership positions understand the importance of their actions through mentorship and sponsorship when supporting women in health.
African Nova Scotian nurses' perceptions and experiences of leadership: a qualitative study informed by Black feminist theory.
This study addresses anti-Black racism in health care practice and leadership positions of African Nova Scotian nurses.
Canadian Association of Radiologists Commitment to Equity, Diversity and Inclusion in Canadian Radiology.
This article examines the commitment of the Canadian Association of Radiologists to including EDI into the workplace.
Gender imbalance amongst promotion and leadership in academic surgical programs in Canada: A cross-sectional Investigation.
This paper examines the representation of women surgeons in academic leadership positions across Canadian universities.
The perceived organizational impact of the gender gap across a Canadian department of medicine and proposed strategies to combat it: a qualitative study.
This article studies the awareness of the existing gender gap within academic medicine amongst faculty members of the department of medicine.
Lack of Gender Disparity Among Administrative Leaders of Canadian Health Authorities.
This study examines gender distribution across Canadian health authorities and concluded that there are no gender disparities amongst them.
Implementation of a novel peer review academy by Surgery and the Association of Women Surgeons.
This study examines the correlation between the improvement in peer review skills of women surgical trainees and mentorship by women surgical mentors.
Authentic leadership, organizational culture and the effects of hospital quality management practices on quality of care and patient satisfaction.
This study explains the correlation existing between authentic leadership and qualit management practices, quality of care and patient satisfaction.
Senior Hospital Physician Leaders' Perspectives on Factors That Impact Physician Engagement: A Qualitative Interview Study.
This article focuses on two-way communication for physician engagement.
The impact of physician leadership development on behaviour and work-related changes.
This article presents how the physician leadership development program contributed to graduates' professional and leadership development.
Equity, Diversity, and Inclusion moments to raise Equity, Diversity, and Inclusion literacy among physician leaders.
This article developed a framework which allows physician leaders to understand existing disparities and barriers that favor inequity in medicine.
Women's Participation in Leadership Roles in a Single Canadian Paramedic Service.
This article asseses women participation in leadership roles in paramedicine and concludes that women are underrepresented in leadership roles.
Leadership for change: participatory facilitation as a method to make organizational impact in equity, diversity and inclusion using the CAEP board of directors as an exemplar.
The third paper of the "Leadership for change" series focuses on what the Canadian Asssociation of Emergency Physicians do to advance EDI in Emergency medicine.
We Aren’t Just ‘Slack’ing Off: Utilizing a Digital Tool to Connect Emerging Women Leaders in Global Health
This paper analyzes how digital tools help in building a model that contribute to the career advancement of women leaders in global health.
Organisational strategies for women nurses to advance in healthcare leadership: a systematic review
This paper proposes to focus on systemic level strategies to help women nurses attain leadership roles in heatlh care.
Ableism / Language
For some offending words, please see the list generated by Lydia X. Z. Brown aka as Autistic Hoya. A list of alternatives to ableist slurs, descriptions, and metaphors is also given for those interested in unlearning the patterns of linguistic ableism in their own language
Tips to intervening on a homophobic, biphobic or transphobic attack
In situations where there are high levels of risk, be aware of these risks before you choose what you’re going to do. In situations with less immediate threats, such as someone saying a hurtful joke, you many consider explaining why the joke is hurtful and/or leaves people out. Remember you can be soft on the person but hard on the issue
