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15–17 When diverse groups come together to resolve a problem, the power of collective intelligence creates better solutions. 10–14 It is also well established that diverse and inclusive workplaces benefit everyone. Studies have shown that reducing health disparities and improving healthcare outcomes of diverse populations require more diversity in medical leadership. In this context, the persistent lack of women and under-represented in medicine (UIM) physicians in leadership remains a concern in healthcare. 4–9 Most recently, these issues have gained renewed prominence through the #MeToo, #UsToo and Black Lives Matter movements, which have affected nearly every sphere of North American society, including healthcare. 1–3 However, they have coexisted with enormous discrepancies rooted in systematic exclusion and with ongoing debate about how these principles should be enacted. The principles of equity, diversity and inclusion (EDI) have been endorsed formally and symbolically for several centuries in the USA and Canada. To address inequity, physician leadership curricula should aim to equip physicians to identify and address the structural factors that perpetuate disparities. Our findings indicate that despite an apparent increase in the discussion of EDI concepts in the medical community, current physician leadership programming is built on theories that fail to move beyond race and gender as explanatory factors for a lack of diversity in physician leadership. To explore these issues, we conducted an environmental scan by adapting Arksey and O’Malley’s scoping review methodology to centre on three questions: How is EDI currently presented in physician leadership programming? How have these programmes been evaluated in the peer-reviewed literature? How is EDI presented and discussed by the wider medical community? We scanned institutional websites for physician leadership programmes, analysed peer-reviewed literature and examined material from medical education conferences. It is also not clear whether this EDI content challenges structural barriers that perpetuate the status quo of white male leadership. However, the extent to which these concepts are explored in physician leadership programming is not known.
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One strategy for increasing the number of women and UIM physician leaders has been to create professional development opportunities that include leadership training on equity, diversity and inclusivity (EDI).
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Despite increasing recognition that diversity in physician leadership can lead to reduced health disparities, improved population health and increased innovation and creativity in organisations, progress toward this goal is slow. The lack of both women and physicians from groups under-represented in medicine (UIM) in leadership has become a growing concern in healthcare.
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3 Family and Community Medicine, Temerty Faculty of Medicine, University of Toronto, Toronto, Ontario, Canada.2 Psychiatry, Temerty Faculty of Medicine, University of Toronto, Toronto, Ontario, Canada.1 Centre for Addiction and Mental Health, Toronto, Ontario, Canada.Live chat, email and phone customer support will be available 24/7 for help.At the end of your course, you will receive material and instructions needed to fulfill the rest your Joshua’s Law requirement if you have yet to do so.The system saves your progress when you log off. You can complete the course in sections.Course requires a minimum of 30 hours to complete, under Georgia state law.Every unit contains images, videos and quizzes to prepare you for the final exam.Course consists of 10 units broken down into individual lessons.
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