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The @CMA_Docs/ @Albertadoctors president-elect election is an example of "what not to do". I write as someone with leadership experience in both organizations. I have been asked why women did not apply. There are many reasons. #womeninmedicine
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As someone who could've applied, some individual reasons:
lack of sponsorship, competing demands (caregiving during Covid-19), lack of communication of the process (my notice of 4-week nomination went to junk email), bias in voting, public declaration of an Indigenous candidate,
lack of sponsorship, competing demands (caregiving during Covid-19), lack of communication of the process (my notice of 4-week nomination went to junk email), bias in voting, public declaration of an Indigenous candidate,
barrier of seeking 10 supporters who are CMA members during Covid-19 second wave (recent action of AMA membership and CMA membership = no longer conjoint = difficult to know who continued their CMA membership, knowledge of systemic biases.
Some systemic reasons:
lack of women AMA representation at CMA (advantage to past AMA Presidents = overrepresentation of men), policy but no action plan at CMA to address inequity, lack of sponsorship and mentorship of physicians from equity-seeking groups,
lack of women AMA representation at CMA (advantage to past AMA Presidents = overrepresentation of men), policy but no action plan at CMA to address inequity, lack of sponsorship and mentorship of physicians from equity-seeking groups,
gender bias and intimidation, lack of inclusion, marginalization and risk of retaliation for those who do speak out, "hands-off" approach by the AMA of CMA business, lack of diversity of physician and staff leadership at AMA and CMA, lack of metrics and transparency
of demographic data for physician and staff leadership at CMA and AMA, lack of commitment to equity, diversity and inclusion illustrated by longterm resourcing and strategic prioritization.
Actions you can take: vote, speak up, educate yourself, develop your competencies in #EDI and #antiracism action, publicly support others who speak up, call on associations and organizations to prioritize and resource #EDI and #antiracism action over the long-term, and
be cautious of performative allyship: https://www.catalyst.org/2021/01/25/performative-allyship-signs-workplace/
I would like to acknowledge positive actions taking place. @Albertadoctors has taken steps to address inequity. Some examples of action - the Healthy working environment advisory committee, the Indigenous Health committee, consideration of how to capture membership demographics
for metrics, board appointed working group to improve nominating committee process (I sit on this committee), public listing of past AMA presidents on website.
@CMA_Docs has published #EDI policy, has hosted focus groups on #EDI and #racism and supported @EquityinMed via grant.
@CMA_Docs has published #EDI policy, has hosted focus groups on #EDI and #racism and supported @EquityinMed via grant.
There is cause to celebrate 2 Indigenous physicians running in this election! The barriers for most would be insurmountable. I would argue that it’s a testament of their exceptional leadership abilities rather than system support. @AlikaMD @DrMakokis
Let’s improve the system!
Let’s improve the system!
