Suneja Gita, Mattes Malcolm D, Mailhot Vega Raymond B, Escorcia Freddy E, Lawton Colleen, Greenberger Joel, Kesarwala Aparna H, Spektor Alexander, Vikram Bhadrasain, Deville Curtiland, Siker Malika
Department of Radiation Oncology, University of Utah, Salt Lake City, Utah.
Department of Radiation Oncology, Rutgers Cancer Institute of New Jersey, Brunswick, New Jersey.
Adv Radiat Oncol. 2020 May 21;5(5):798-803. doi: 10.1016/j.adro.2020.05.003. eCollection 2020 Sep-Oct.
Diversifying the radiation oncology workforce is an urgent and unmet need. During the American Society of Radiation Oncology (ASTRO) 2019 Annual Meeting, ASTRO's Committee on Health Equity, Diversity, and Inclusion (CHEDI) and the National Cancer Institute (NCI) collaborated on the ASTRO-NCI Diversity Symposium, entitled "Pathways for Recruiting and Retaining Women and Underrepresented Minority Clinicians and Physician Scientists Into the Radiation Oncology Workforce." Herein, we summarize the presented data and personal anecdotes with the goal of raising awareness of ongoing and future initiatives to improve recruitment and retention of underrepesented groups to radiation oncology. Common themes include the pivotal role of mentorship and standardized institutional practices - such as protected time and pay parity - as critical to achieving a more diverse and inclusive workplace.
使放射肿瘤学领域的劳动力多元化是一项紧迫且尚未满足的需求。在美国放射肿瘤学会（ASTRO）2019年年会期间，ASTRO的健康公平、多样性和包容性委员会（CHEDI）与美国国立癌症研究所（NCI）合作举办了ASTRO-NCI多样性研讨会，主题为“招募和留住女性以及在放射肿瘤学领域代表性不足的少数族裔临床医生和医师科学家的途径”。在此，我们总结所展示的数据和个人轶事，目的是提高人们对当前及未来举措的认识，这些举措旨在改善向放射肿瘤学领域招募和留住代表性不足群体的情况。共同主题包括指导的关键作用以及标准化的机构做法——如受保护的时间和薪酬平等——对于实现更加多样化和包容性的工作场所至关重要。
