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

Publication date: Available online 9 January 2018
Source:International Journal of Radiation Oncology*Biology*Physics
Author(s): Rochelle D. Jones, Christina H. Chapman, Emma B. Holliday, Nafisha Lalani, Emily Wilson, James A. Bonner, Benjamin Movsas, Shalom Kalnicki, Silvia C. Formenti, Charles R. Thomas, Steve M. Hahn, Fei-Fei Liu, Reshma Jagsi
PurposeA lack of diversity has been observed in radiation oncology (RO), with women and certain racial/ethnic groups underrepresented as trainees, faculty, and practicing physicians. The authors 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 (URM) in these influential positions.MethodsIn March-June 2016, the authors conducted telephone interviews with 24 RO department chairs (of 27 invited). Purposive sampling was employed to invite all chairs who were women (n=13) or URM (n=3), along with 11 male chairs who were not URM. Multiple analysts coded verbatim transcripts.ResultsFive themes were identified: (1) commitment to DEI promotes quality healthcare 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.ConclusionsChairs' 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.

Teaser

This qualitative study sought to understand how to promote diversity, equity, and inclusion in radiation oncology. The authors conducted telephone interviews with department chairs, with attention to the experiences of the few women and underrepresented minorities in these positions. Chairs' insights had policy-relevant implications. Bias training should attempt to tap into the sensitive contextual areas of tokenism, blindness, and intersectionality. Efforts to recruit and support diverse talent should be deliberate and proactive. Bridge programs could engage diverse learners across the education spectrum.


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