Qualitative Assessment of Academic Radiation Oncology Department Chairs' Insights on Diversity, Equity, and Inclusion: Progress, Challenges, and Future Aspirations

被引：29

作者：

Jones, Rochelle D. ^{[1
]}

Chapman, Christina H. ^{[2
]}

Holliday, Emma B. ^{[3
]}

Lalani, Nafisha ^{[4
]}

Wilson, Emily ^{[5
,6
]}

Bonner, James A. ^{[7
]}

Movsas, Benjamin ^{[8
]}

Kalnicki, Shalom ^{[9
]}

Formenti, Silvia C. ^{[10
]}

Thomas, Charles R., Jr. ^{[11
]}

Hahn, Stephen M. ^{[3
]}

Liu, Fei-Fei ^{[12
,13
]}

Jagsi, Reshma ^{[1
,2
]}

机构：

[1] Univ Michigan, Ctr Bioeth & Social Sci Med, Ann Arbor, MI 48109 USA

[2] Univ Michigan, Dept Radiat Oncol, UHB2C490,SPC 5010,1500 East Med Ctr Dr, Ann Arbor, MI 48109 USA

[3] Univ Texas MD Anderson Canc Ctr, Dept Radiat Oncol, Houston, TX 77030 USA

[4] Univ Toronto, Dept Radiat Oncol, Toronto, ON, Canada

[5] Soc Chairs Acad Radiat Oncol Programs, Alexandria, VA USA

[6] Amer Soc Radiat Oncol, Alexandria, VA USA

[7] Univ Alabama Birmingham, Dept Radiat Oncol, Birmingham, AL USA

[8] Henry Ford Hosp Syst, Dept Radiat Oncol, Detroit, MI USA

[9] Albert Einstein Coll Med, Dept Radiat Oncol, Bronx, NY 10467 USA

[10] Weill Cornell Med, Dept Radiat Oncol, New York, NY USA

[11] Oregon Hlth & Sci Univ, Dept Radiat Med, Portland, OR 97201 USA

[12] Univ Toronto, Dept Radiat Oncol, Toronto, ON, Canada

[13] Princess Margaret Canc Ctr, Toronto, ON, Canada

来源：

INTERNATIONAL JOURNAL OF RADIATION ONCOLOGY BIOLOGY PHYSICS | 2018年 / 101卷 / 01期

关键词：

UNDERREPRESENTED MINORITY FACULTY; HEALTH-CARE; IMPROVING DIVERSITY; MEDICAL LITERATURE; SEXUAL-HARASSMENT; USERS GUIDES; DISCRIMINATION; SCIENCE; REPRESENTATION; EXPERIENCES;

D O I：

10.1016/j.ijrobp.2018.01.012

中图分类号：

R73 [肿瘤学];

学科分类号：

100214 ;

摘要：

Purpose: A lack of diversity has been observed in radiation oncology (RO), with women and certain racial/ethnic groups underrepresented as trainees, faculty, and practicing physicians. We sought to gain a nuanced understanding of how to best promote diversity, equity, and inclusion (DEI) based on the insights of RO department chairs, with particular attention given to the experiences of the few women and underrepresented minorities (URMs) in these influential positions. Methods and Materials: From March to June 2016, we conducted telephone interviews with 24 RO department chairs (of 27 invited). Purposive sampling was used to invite all chairs who were women (n = 13) or URMs (n = 3) and 11 male chairs who were not URMs. Multiple analysts coded the verbatim transcripts. Results: Five themes were identified: (1) commitment to DEI promotes quality health care and innovation; (2) gaps remain despite some progress with promoting diversity in RO; (3) women and URM faculty continue to experience challenges in various career domains; (4) solutions to DEI issues would be facilitated by acknowledging realities of gender and race; and (5) expansion of the career pipeline is needed. Conclusions: The chairs' insights had policy-relevant implications. Bias training should broach tokenism, blindness, and intersectionality. Efforts to recruit and support diverse talent should be deliberate and proactive. Bridge programs could engage students before their application to medical school. (C) 2018 Elsevier Inc. All rights reserved.

引用

页码：30 / 45

页数：16