Faisal Khosa

Associate Professor
Degrees / Designations 

MD, MBA, FFRCSI, FRCPC, DABR

Email Address 
Mailing Address 
Vancouver General Hospital Jim Patterson South Ground floor G861 Vancouver, BC, V5Z 1M9
LinkedIn 
https://ca.linkedin.com/in/faisal-khosa-49a43625

Biography

Academic Appointment 
Associate Professor
Other Areas of Research 
Social Sciences Research

Dr. Khosa has completed extensive training in radiology including a radiology residency in Europe and the IMG Alternate Pathway – Diagnostic Radiology Certification for USA and Canada. He then undertook an MBA and several leadership courses. He maintians a keen interest in mentoring and coaching of medical students and physicians. He is the recipient of numerous educational, clinical service, research and philanthropic awards: http://www.asianjournal.ca/vancouvers-dr-faisal-khosa-honoured-with-many...

Current Projects 

My research focus is on gender disparity in which I am mentoring students across Canada. We have successfully tested our hypothesis and methodology with projects, which formed the basis of manuscripts accepted by high impact, prestigious peer reviewed journals – i.e. American Journal of Roentgenology (http://www.ajronline.org) and American Journal of Neuroradiology (http://www.ajnr.org). Additional gender disparity projects are ongoing with data being collected for Law Schools, Business Schools, Political Science Schools, Public Health Schools, Engineering and Medical Schools. IRB requirement is waived since the data for our projects is publically available.

Prime Minister Justin Trudeau’s matter-of-fact retort, “because it’s 2015” to explain the first gender-balanced cabinet in Canada and his government’s announcement that African-Nova Scotian civil rights activist, Viola Desmond, will be the first racialized Canadian woman to grace a Canadian bank note in 2018 is an important symbolic stride for women. Countless determined women worked to promote and uphold gender equality in Canada have created Canada’s history. Women championed a number of important human rights movements and policy changes that have become core Canadian values: the right to vote in provincial and federal elections, the right to own property, the right to earn a fair wage, and finally, the right to be recognized as “persons” under the law [1].

Canada was among the first countries to sign the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW). CEDAW adopted in 1979 by the UN General Assembly, is often described as an international bill of rights for women [2]. The 1982 Canadian Charter of Rights and Freedoms enshrines the principles of gender equality in employment, public life, and education. Women are in theory protected from discrimination on the grounds of gender, age, marital status, and more by the Canadian Human Rights Act and the Canadian Charter of Rights and Freedoms [2]. The Federal government also passed the following acts:

1. The Female Employees Equal Pay Act of 1956, which made wage discrimination based on sex against the law.

2. The Employment Equity Act of 1986, which applies to federally regulated employees and requires employers to identify and eliminate unnecessary barriers that limit employment opportunities.

According to Insights into Canadian Society report, women in Canada represent the majority of young university graduates, but are still underrepresented in science, technology, engineering, mathematics, and computer science fields (Fig 1) [3]. While this negative impact can be particularly harmful for graduate students and less-established women faculty for acquiring positions and appropriate salaries, discrimination affects women in various additional ways, including the distribution of service responsibilities, securing tenure and promotion, experiencing institutional responsiveness to outside offers and the awarding of distinctions, such as Canada Research Chairs [4,5]. These trends of inequality and gender disparity exist throughout Canada in almost all academic institutions and faculty positions; including but not limited to appointment, promotion, salary, research and academic positions.

The Legacy of these projects and expected deliverables include, but are not limited to:

a). Engaging with youth on this complex and important subject is a priority of my gender disparity research and keeping this in mind, I am mentoring students in gender disparity projects across Canada

b). Generating a comprehensive database on gender disparity in Academic Institutions (AI) (Universities, Law Schools, Business Schools, Political Science, Engineering and Medical Schools).

c). Organizing a national gender disparity meeting.

d). Academic publications including peer-reviewed articles in the international and national academic journals (Law, Business, Public Health, Political Science, Medical and Engineering) and several magazine articles aimed at publication in major international and national newspapers.

https://www.researchgate.net/profile/Faisal_Khosa

https://www.ncbi.nlm.nih.gov/pubmed/?term=khosa+f

Publications