Agenda

Mentorship Breakfast

The Mentoring Breakfast reflects WomenLift’s commitment to envisioning a world where diverse, accomplished leaders collectively transform global health outcomes. This breakfast gathering has consistently been one of the most popular sessions of our previous conferences. It is a unique opportunity for early- and mid-career leaders to connect with each other and to gain from the vast experience of senior health leaders such as our keynote speakers, Prof Rhoda Wanyenze and Dr. Samukeliso Dube. The session will begin with the keynote speakers sharing their stories, including key inflection points in their journey, big risks they took, and when they experienced ‘aha’ moments. This will be followed by a Q&A with the audience of mentees and table mentors moderated by our Southern Africa Director, Akhona Tshangela.

WomenLift Health Alumnae will have the role of Table Mentors. Each table has been assigned a theme that corresponds to the table mentor’s expertise. This is a unique opportunity for WomenLift Alumnae to pay forward what they have gained from their careers and the Leadership Journey. Like the keynote mentors, they will briefly share their stories, but most of the time at the table will be for mentees to ask them questions. We’ll also have some suggested discussion prompts ready at the table. We have chosen a diverse set of table mentors representing various health domains and expertise. We hope every mentee can find a theme and a mentor to connect with. Check out the profiles of our keynote speakers and table mentors. Build a new relationship. Find a new mentor. RSVP while we still have space!

WomenLift Alumnae Table Mentors
	Name and Title	Table Theme
	Adanna Chukwuma Senior Director, Global Impact Measurement Visa	Private Sector and Multilaterals
	Amina Muhtar Senior Program Officer Bill & Melinda Gates Foundation	Philanthropy and Private Sector
	Aling’ Achieng’ Senior Program Manager, Global SRH Clinton Health Access Initiative	Sexual and Reproductive Health Policy, Implementation, and Measurement
	Evelyne Opondo Africa Regional Director International Center for Research on Women (ICRW)- Africa Region	Sexual and Reproductive Health and Rights
	Jackline Aridi Faculty /Director Strathmore University	Academia
	Jacqueline Kitulu General Practitioner & Board Director with HHI B.V, E-Plus Kenya, and PATH (K)	Physicians in Africa
	Ines Buki Country Director Chemonics International	Health Systems
	Kashmira Date Medical and Scientific Affairs Lead, Global Health Equity, Johnson & Johnson	Vaccine Development and Private Sector
	Maimunat Alex-Adeomi Director of Global Training and Implementation American Academy of Pediatrics	Maternal Newborn and Child Health
	Milly Kaggwa Senior Technical Advisor and Acting Head of Quality of Care, Population Services International (PSI)	Sexual and Reproductive Health and Rights
	Nelly Munyasia Executive Director Reproductive Health Network Kenya	Reproductive Health Systems and Policy
	Schola Matovu Assistant Professor University of Utah College of Nursing Director of Global and International Health (Interim)	Inclusion in Global Health: Global Nursing
	Shubha Nagesh Chapter Development Consultant Asia-Pacific & Middle-East Women in Global Health	Inclusion in Global Health: Disability Rights
	Sia Nowrojee Senior Director, Girls & Women Strategy United Nations Foundation	Gender Equality
	Christine Ngaruiya Population and Global Health Research Director, Department of Emergency Medicine Stanford School of Medicine	Clinician Scientists and NCD Research
	Joyce Wanderi Chief Program Officer Girl Effect	Social Behavior Change

Panel: Policies that work

Despite growing public commitment to gender equality in the workplace – including in global health – there continues to be notably few women at the highest levels of leadership. Meaningfully changing existing power imbalances requires concrete actions within institutions, including policies and practices that create inclusive environments, respond to the unique sexual and reproductive health needs of women, address historic inequities around pay, and protect from gender discrimination and harassment. This panel will spotlight key leaders and organizations who have successfully implemented policies and practices to create more equitable workplaces and outline why women’s leadership is critical to institutional success.

Video Address:
Prof Krishnaswamy VijayRaghavan, DAE - Homi Bhabha Chair Professor, National Centre for Biological Sciences, Tata Institute of Fundamental Research

Moderator: Dr. Iris Mwanza, Deputy Director of Women in Leadership, Gender Equality Division, Bill & Melinda Gates Foundation

Speaker:
1. Dr. Rohini Anand, Founder and CEO, Rohini Anand LLC
2. Dr. Samukeliso Dube, Executive Director, FP 2030
3. Mr. Paul Kasimu, Chief Human Resources Officer, Safaricom PLC
4. Dr. Maliha Khan, Executive Director and CEO, Women Deliver

Spotlight Talk: Women Leaders Shaping Climate Action in Tanzania

This Spotlight Talk by Zuhura Ahmad, a Tanzanian climate activist, will draw on her personal experiences and highlight examples of the way women are leading innovative ventures to shape climate action in Tanzania.

Speaker: Zuhura Ahmad, Head of Programs, The Women in Recycling Foundation

Panel: Women’s Leadership and Health, Gender & Climate Change

In recent years, record-setting extreme heat, wildfires, floods, and disease outbreaks worsened by global warming have made clear how urgently action is needed to slow climate change and adapt to the related health impacts. This panel will spotlight issues at the nexus of climate, health and gender through the lens of women’s leadership, highlighting how women, especially indigenous women and women in the global south, are already leading frontline efforts to implement local solutions for adaptation and resilience. It will also delve into the role of women as leaders and active participants in decision-making and implementation, and explore how all people can collaborate to enable and scale the climate and health solutions our world so desperately needs.

Moderator: Dr. Yvonne Maingey-Muriuki, Founder and Technical Advisor, Panim Holdings

Speakers:
1. Dr. Debisi Araba, Public policy, innovation and strategy specialist
2. Sareen Malik, Executive Secretary, African Civil Society Network for Water and Sanitation (ANEW)
3. Dr. Soumya Swaminathan, Chairperson, M S Swaminathan Research Foundation (MSSRF)

Moving from monitoring to accountability: Upholding Rights & Commitments of Global Health 50/50

Led by Global Health 50/50.

For the past 7 years, GH5050 has annually published evidence on equality and diversity in the global health sector. Drawing on principles of accountability (i.e. independence and transparency) and rooted in human rights frames, we have examined issues ranging from Board diversity to organisational policies to realise sexual and reproductive health and rights across the (employee) lifecourse in 200 organisations that exist in the global health ecosystem. Data trends over time have shown that commitments to equality have increased, but positive changes across many outcome variables (e.g. equitable leadership) remain elusive.

Moderator:
Radhika Uppal, Technical Specialist - Gender & Development, International Center for Research on Women (ICRW), India

Speakers
1. Sarah Hawkes, Co-Founder and Co-CEO, Global Health 50/50
2. Sapna Kedia, Assistant Director, Gender and Social Development, International Center for Research on Women (ICRW), India
3. Dr.Sylvia Muyingo, Africa Population and Health Research Centre (APHRC), Kenya

Panel on Gender Equity and Inclusivity in LMIC Research Mentorship (LSHTM)

Led by: London School of Hygiene and Tropical Medicine.

This parallel session will bring together finalists from the crowdsourcing open call to present their mentorship ideas and an expert panel to discuss issues around equity, gender, and an intersectional perspective in research and in mentorship in LMICs, opportunities and challenges of women in science and strategies to advance more women leaders in global health.

Introduction and Overview
Dr Eneyi Kpokiri, PhD Clinical Pharmacist and Assistant Professor at the London School of Hygiene and Tropical Medicine

Speakers:
1. Ms. Hannah Berrian, Research Fellow for Patient Engagement and Person-Centered Approaches at Reducing the Burden of Severe Stigmatizing Skin Diseases (REDRESS), Liberia.
2. Dr Mrittika Barua, Assistant Professor and Deputy Director, Centre for Science of Implementation and Scale-up, BRAC James P Grant School of Public Health, BRAC University, Bangladesh
3. Ms. Annabel Steiner, Student, University of North Carolina at Chapel Hill
4. Dr. Bethelhem Solomon Woldetsadik, Associate Researcher , Armauer Hansen Research Institute

Panelists
1. Dr Mariam OTMANI DEL BARRIO, Scientist, gender and intersectionality research lead, The Special Programme on Research and Training in Tropical Diseases, WHO, Switzerland
2. Dr Ogechukwu B. ARIBODOR, Senior Lecturer, Nnamdi Azikiwe University, Awka, Nigeria
3. Dr. Agatha Eileen Wapmuk, Public Health Physician/Research Fellow, Nigerian Institute of Medical Research, Yaba, Lagos State, Nigeria
4. Dr. Phyllis Awor, Lecturer, Makerere University School of Public Health, Uganda
5. Dr Wessel van den Berg, Senior Advocacy Officer, Equimundo: Center for Masculinities and Social Justice
6. Prof Michele BARRY, Director of the Center for Innovation in Global Health, Senior Associate Dean for Global Health, Stanford University, United States.

The Power of Voice: Leadership Storytelling Workshop (GHC)

Led by: Global Health Corps.

This interactive workshop is designed to introduce participants to the concept of leadership storytelling -- the idea that stories can and should be used effectively and powerfully by leaders to motivate and inspire, galvanize, and deliver results. The workshop will help participants develop their capacity to craft and share their own personal narratives as a critical leadership skill. Particularly for women and other historically marginalized leaders in global health, this is a critical skill as it enables the connection between personal experiences and values, and cultivates the ability to mobilize movements. Whether you’ll give speeches to huge rooms of people or need to motivate small teams of colleagues, this is about pushing you slightly outside of your comfort zone, on a topic that you know better than anyone else: your authentic voice.

Elevating Women’s Leadership in Health Media Coverage

Led by: WomenLift Health.

Despite progress in gender equity and women's empowerment, there remains a significant gap in the representation of women leaders in health coverage by the media.The session will explore the “invisibility” of women in news coverage and focus on how journalists think about covering health stories, including those related to women’s leadership in the health sector. The session aims to provide a platform for journalists to share insights, identify gaps, and discuss challenges they face in highlighting the stories and voices of women leading in health. The session will also explore how best women leaders can become key opinion shapers in the news. By fostering dialogue and collaboration, we seek to address these challenges and work towards increasing the visibility and impact of women's leadership in health.

Moderator: Lizz Ntonjira, Communications and Engagement Director WomenLift Health

Speakers:
1. Dr Ellen Mkondya-Senkoro, CEO at Benjamin W. Mkapa Foundation
2. Dorcas Odumbe, Gender & Education Editor, Kenya's Nation Media Group
3. Alex Jakana, Senior Program Officer Philanthropic Partnerships, Bill & Melinda Gates Foundation
4. Mr Abraham Mariita, Project Director, Internews

[Workshop] Disrupting Harmful Narratives: Gender Transformative Leadership Skills

Led by: John Hopkins University.

Organizations perpetuate harmful narratives which disproportionately disadvantage women. Disrupting harmful narratives is gender transformational. These narratives include:

· Emotions should be separated from work.
· Conflict is negative and we should avoid it.
· You must negotiate.
· You must be authentically a woman or authentically a leader – but you cannot be both.
· You have imposter syndrome.

Gender-responsive, transformative leadership strives to mainstream gender into the “process of assessing the implications for women and men of any planned action, in all areas and at all levels”. It’s not just about achieving gender equality, but also about equipping women and men with the tools to change the narrative and challenge and change inequitable systems and structures.

This workshop seeks to address these harmful narratives and asks participants to consider alternatives which they can incorporate into their own leadership, now. Since women’s leadership initiatives shouldn’t be about ‘fixing women’ but rather ‘transforming harmful systems’ - we start this workshop there. We aren’t equipping women with skills to help them conform, but rather, to dismantle oppressive organizational systems. The approach will also provide for context-specific lenses. Participants will first be asked to assess what isn’t working for them, in their context, in their organizations. Not everything is equally transformative (or feasible) in every space.

While all conference participants are welcome, this session might be particularly useful for emerging women leaders and male allies.

The workshop will include brief presentations and practical demonstrations. Participants will break into groups of two or three to role play, practice, and apply new strategies to different narratives. The session will conclude with a reflection period, providing space for participants to share their experiences and insights, and brainstorm ways to integrate new ideas into their leadership moving forward.

Facilitators
1. Dr. Anna Kalbarczyk, Associate Scientist, Johns Hopkins Bloomberg School of Public Health
2. Dr. Rosemary Morgan, Johns Hopkins Bloomberg School of Public Health
3. Dr. Mehr Manzoor, Founder & CEO, BeyondParity; DEIA Consultant, EnCompass LLC
4. Dr Choolwe Nkwemu Jacobs, Country Lead - Women in Global Health Zambia
5. Meagan Harrison, Research Associate II, Johns Hopkins Center for Global Health

Women on the Frontlines: An Undervalued and Unprotected Workforce

Led by: WomenLift Health.

Women are the backbone of every successful health workforce and health initiative. They make up 70% of the global workforce and 90% of frontline healthcare workers (HCWs), yet they are overburdened, underpaid, unsupported and unprotected in the workplace. According to the Community Health Impact Coalition, 50% community frontline workers in LMICs, and 86% in Africa, are not salaried. Country policies and frameworks on the incentive-based or volunteer labor of frontline workers are compounded by donor-funded primary care programs that support delivering healthcare through unpaid labor as an acceptable mechanism to enable access to care and achieve universal healthcare coverage, thus perpetuating forms of structural violence. In most LMIC’s there is no legal/policy framework specifically designed to protect frontline health workers. The leadership and power structures frontline HCWs report to are still predominantly male. According to the #HealthToo report by Women in Global Health, which analyzed women’s stories from 40 countries, women face blatant harassment and assault in the workplace. Failing to value, promote, pay or protect frontline workers impacts retention and quality of service delivery and ultimately negatively impacts the health system.

This panel brings together Alumnae from the Leadership Journey and women working on the issues of the frontline women workforce. The session will outline the current state of women on the frontlines in low-resource countries, with particular emphasis on Asia and Sub-Saharan Africa’s community health workforce. We will discuss the critical need to build leadership among women while simultaneously working to shift gender-based social perceptions and power dynamics and address issues of pay and protection. Panelists will share specific country examples which have been undertaken to understand and address these inequities, discuss challenges, and opportunities for donors, advocacy groups, and ministries of health to support a shift to a more empowered, safe, and fairly paid frontline workforce.

Moderator: Ms. Lanice C. Williams, Independent Consultant; Chair, Women in Global Health Washington, DC Chapter

Panelists
1. Samara Andrade - Vice President, Program Strategy and Partnerships, HCP CureBlindness/SightLife international
2. Dr. Sanjana Mohan, Director, Basic Healthcare Services
3. Dr. Choolwe Jacobs, Lead for Women in Global Health Zambia Chapter
4. Dr. Priya Nanda, Independent Consultant, Gender, SRHR, and Women’s Economic Empowerment

Propelling Women to Power and Influence: The Most Impactful Data and Interventions for Change

Led by: BMGF & Boston Consulting Group.

The session will aim to dissect the gender equity gap in health organizations by presenting data-driven insights, discussing high-impact interventions, and sharing a real-world example of effective implementation. The 90-minute session will feature experts from Global Health 50/50, MP Shah Hospital and the Boston Consulting Group among others.

Speakers
1. Dr. Joan Osoro-Mbui, Chief Operations Officer, MP Shah Hospital
2. Sarah Hawkes,Co-Founder & Co-CEO, Global Health 50/50
3. Ida Norheim Hatgun,Senior Program Officer - Gender Equality, Bill & Melinda Gates Foundation
4. Angela Ahadome, Principal, Boston Consulting Group
5. Sarah Chamberlain, Managing Director & Partner, Boston Consulting Group

Reimagining Leadership in Global Health: What’s Power got to do with it?

Led by: WomenLift Health.

Globally, the emerging discourse on women’s leadership is around redefining narratives and cultures of power grounded in equality and justice. Power has often been considered as a binary, masculine, often synonymous with men in opposition to those who don't hold it, largely women. On the contrary power is not a binary; in fact, it is multi-layered and complex. Incorporated within power are ideas of access to money, people, spaces, and information. Discussions of reimagining leadership in the context of power prompts us to think about the complexity of redistributing power and creating more dissonance in who has access and under what conditions.

This session will convene leaders from organizations that have been walking the talk- of shifting power and creating models of shared leadership with a vision to democratize and achieve higher and sustainable impact. We believe the conversation of reimagining leadership needs to be pegged to important discussions around redistributing power. We want to bring an honest conversation about what it takes to shift power to reimagine leadership as we know it, between those who have reimagined leadership and practiced it in their institutions and participants at the WLH Conference.

The panel will explore these questions: How are organizations restructuring and redistributing assets and opportunities to develop shared leadership models? What does it mean to identify meaningful, contextual objectives for reimagining leadership, and have they been able to allocate resources to achieve these objectives? What are some of the expected outcomes of the process of shifting power, and how effectively are these achieved? What is the role of traditional “HQs” in localization processes? What does localization mean to the diverse stakeholders who are experiencing the change? How do roles and relationships change? What are some of the reflections of this process amongst those who have tried to shift power?

Panelists
1. Ms. Benter Owour: IPAS Global Network Advisor, Uganda
2. Gunjan Veda, Global Secretary, The Movement for Community-led Development, USA
3. Ms. Joanna Mbakulo: Uganda Country Coordinator, Movement for Community Led Development (MCLD), Uganda
4. Ms. Evelyne Opondo, Director, ICRW Africa, Kenya
5. Dr. Norah Obudho, East Africa Director, WomenLift Health, Kenya

Curators
1. Sia Nowrojee, Senior Director, Girls & Women Strategy, United Nations Foundation, USA/KENYA, WLH NA 2020
2. Dr Nandini Oomman, CEO, Samya Ventures, USA/INDIA WLH NA 2020
3. Dr Priya Nanda: Global Health Research and Evaluation Specialist, INDIA, WLH INDIA 2021

Panel on Male Allyship: What do men have to do with it?

On the pathway to reimagining leadership, people of all genders will need to be engaged. In the global health field, where women make up only a quarter of leadership despite making up 70 percent of the workforce, men must be active players in generating systemic changes to correct this imbalance. This panel will bring together a small group of male allies who are each playing a role in advancing gender equality in global health. Together, speakers will explore the importance of allyship and provide insight into how to foster allyship at the individual and institutional levels.

Audience Interactive Session on Allyship

In this interactive segment, the MC will lead an engaging session for the delegates on what allyship means to them and how they have experience allyship in its wholesome facets including peer-peer allyship, senior women supporting younger women among others. The session will also explore barriers experienced and how to navigate through them.

Authentic Leadership: Lead from your Values

Led by: WomenLift Health.

Discover the power of authenticity in leadership through a highly participatory workshop. Engage in self-reflection, intimate dialogue with small groups, and bring your reflections back to the plenary to explore what authenticity really means to you and how you might bring more of yourself into your leadership.

This session is designed to enhance emotional intelligence and support the mindset shift needed to solve systemic challenges faced by leaders in today’s complex and diverse environments. The purpose of this workshop is not to “fix” you; rather, to create a safe and brave space where you can identify the core values that anchor, motivate, and guide your authentic leadership

Conflict Dynamics: Build Better Relationships

Led by: WomenLift Health.

Conflict is inevitable, unavoidable, complex, and can be mentally, emotionally, and physically draining, and difficult to navigate. Conflict can also negatively impact personal progress and goals, team dynamics, and workplace culture. Research shows that women in particular tend to avoid disagreement, corresponding to socially constructed norms of femininity.

Conflict can also serve a purpose. It can generate new solutions, build better relationships, and can increase job satisfaction. It is key to innovation and can be a critical component of risk mitigation. Conflict follows a predictable pathway and will diverge to become either constructive or destructive. The question for this workshop is: How do we navigate the path of conflict so that it is constructive, and we can walk away feeling positive, relaxed, and even motivated?

In this session, for beginners and seasoned practitioners alike, we will explore the Conflict Dynamics Model by unpacking the behaviors and actions that influence interpersonal conflict. Attendees will reflect on and map out a recent work disagreement by focusing on the active, passive, constructive and destructive response pathways. We will understand how to identify our own “hot buttons” and contributions to either escalating or de-escalating a conflict.

Allyship in Action: Driving Women's Leadership Collectively

Led By: John Hopkins University.

An emerging body of evidence suggests that allies, particularly male allies, have a crucial role in dismantling systems that perpetuate disadvantage towards women leaders. A recent national study conducted by Promundo found that “most men want to be allies for gender equality, and many think they already are – but women aren’t convinced. It’s time for men to close this ‘allyship’ gap and move from intention to thoughtful action”. Women can also support each other through allyship, though men are more often in positions of power and privilege.

While allyship is increasingly promoted as a tool to support diversity, equity, and inclusion in the workplace, there is limited guidance on what allyship looks like specifically for advancing women’s leadership globally, and how to foster it within our organizations. Most current advice on the topic is vague at best, and unhelpful or frustrating at worst. Harvard Business Review suggests “taking the temperature”, and “look for patterns” as ways to identify male allies; Deloitte suggests allies should “lead with courage and compassion”. This type of advice can leave allies wondering what they can really do to advance women’s leadership.

This workshop seeks to share and generate tangible and applicable approaches to fostering allyship for women’s leadership in global health. We will do this by exploring organizational entry points where allyship can impact women’s leadership and brainstorming strategies in small groups. Entry points for allyship will be defined as enabling/enhancing organizational factors for women’s leadership. Allyship can and should occur at multiple levels: interpersonal (e.g., mentorship, sponsorship), public (e.g., sponsoring women in public, calling out if a woman was interrupted in a meeting), and systemic (e.g., equal pay, equitable workplace policies).

Navigating Workplace Politics

Led by: WomenLift Health.

Developing political competence is an essential leadership skill. Being politically savvy or skilled informs our ability to leverage our influence to advance our own goals, as well as those of our teams and our organizations. The nature and intensity of workplace politics differs in each context. These politics are dynamic, explicit and implicit, and fundamental to the functioning of organizations. What are politics like in your context?

The negativity often associated with organizational politics creates hurdles to our ability and willingness to embrace them. The fact is that politics are natural. It would be naïve to deny that organizational politics can be potentially destructive, yet when leveraged strategically and effectively they advance our leadership efforts.

This session will help you reflect on and potentially reframe your relationship with organizational politics. The objectives of this session are to unpack what organizational politics actually are, to acknowledge that they can be burdensome, to recognize their value, and develop your ability to navigate them. Develop and refine politically savvy mindsets and skillsets which will enable you to navigate relationships more naturally and effectively. Join us to explore your political savviness and assess the political landscape in which you lead.

Addressing Gender Bias in the Workplace

Led by: WomenLift Health.

Every society possesses beliefs around the roles that men and women should take in our families, communities, and workplaces. These are called gender roles, and they are a social construct, meaning they are neither discussed openly, challenged, nor objectively true. These beliefs, taught through our families, schools, media, and cultures, are transmitted from generation to generation. Gender roles become accepted as the “regular” or “normal” ways we treat men and women differently.

It’s a short step from here to stereotypes, reinforced throughout our lives, which create opportunities for some and obstacles for others. These obstacles hold back not only women and men, but entire societies. In many countries around the world, development has suffered as a significant portion of the population is excluded from active participation in the workforce or from realizing their full potential. This is not a zero-sum game: closing the gender gap between men and women’s access to education, political voice, employment opportunities, and pay equity could give the global economy a USD 7 trillion boost (UN Women).

In this interactive workshop we use small group discussions, individual reflections, and a case study to unpack the concept of gender, unearth stereotypes that create obstacles for women’s advancement at work and at home, and identify practices to enhance organizational culture for women and men alike. Whether gender bias is a new concept for you, or you’re looking for some activities to bring back to people in your organization who need to understand gender bias better, this workshop is for you.

Overcome Imposter Syndrome

Led by: WomenLift Health.

The public and global health workforce is facing a leadership crisis—while women make up 75 percent of the public health workforce they occupy only 25 percent of senior leadership positions. WomenLift Health’s research finds various structural barriers behind this gender gap, including a lack of mentorship, the demands of balancing work and family life, and traditionally patriarchal work cultures which reinforce a systemic lack of self-confidence among women.

Imposter syndrome—commonly defined as a sense of being undeserving of one’s accomplishments or position—often manifests as a lack of confidence and a fear of being “found out” as a fraud. This is a very common experience for women, who often wait for others to see their potential and tend to undersell their contributions relative to their male counterparts. Imposter syndrome, however, is not an innate feeling that women are born with, recent publications argue. It is often the result of facing repeated exclusion and systemic bias.

While there is a need to collectively hold systems accountable, those who experience imposter syndrome also need strategies to counter it. In this interactive session, you will explore how imposter syndrome manifests in thoughts and work behaviors, reflect on your professional experiences and stories, and find key takeaways to lead with more confidence and impact.

AI and Global Health: A workshop for Leaders Driving Change

AI has the potential to improve health outcomes, enhance health systems, and address health inequities. Its integration into Global Health presents opportunities to improve disease diagnosis, treatment, and surveillance.

However, AI also poses significant challenges and risks, such as ethical, legal, social, and technical issues, that need to be carefully considered and addressed by health leaders.

Global health leaders, who are responsible for setting health policies, strategies, and priorities at the programmatic, regional and global levels, need to have an understanding of AI and its implications for health.

By the end of the workshop, the participants are expected to:
- Define AI and its subfields, and how they relate to health.
- Describe current initiatives and AI for health activities in the global health space.
- Explain some of the current and emerging use cases of AI for health, and their benefits and limitations.
- Summarize issues specific to gender and data and other key challenges and risks of AI for health, and how to address them.
- Articulate some of the best practices and principles for ensuring that AI for health is responsible, ethical, and human-centered.
- Communicate and collaborate with various stakeholders on AI for health issues and initiatives.

The workshop will be facilitated by a team of experts from various disciplines and backgrounds, such as AI, digital health, ethics, policy, and education. The facilitators will provide relevant and up-to-date information, insights, and guidance on AI for health, and will also encourage active participation and feedback aligned with feminist pedagogies.

Foster Belonging, Lead Inclusively

Led by: WomenLift Health.

There is a well-known quote by Verna Myers which says, “Diversity is being invited to the party, Inclusion is being asked to dance.” Individuals from marginalized groups, for example women or people with disabilities, don’t feel like they belong even when they’re included. How might leaders create environments that foster belonging? How might we lead inclusively?

We begin by exploring the many aspects of our identities which impact how we show up and how we are perceived in the workplace. We relate our personal experiences of exclusion and inclusion. Then, we connect the dots and discover the misalignment between our intention and our impact. Our words, actions, and often our inaction, are all drivers of inclusion and exclusion. This session is one of many steps to recognizing the power of fostering inclusion and belonging, not only for an individual leader, but for an organization as a whole.

Closing session