Helen Diller Family Comprehensive Cancer Center, University of California San Francisco, San Francisco, CA.
Cleveland Clinic Taussig Cancer Institute, Cleveland, OH.
Am Soc Clin Oncol Educ Book. 2022 Apr;42:1-12. doi: 10.1200/EDBK_350691.
Despite efforts to embrace diversity, women and members of racial, ethnic, and gender minority groups continue to experience bias, inequities, microaggressions, and unwelcoming atmospheres in the workplace. Specifically, women in oncology have lower promotion rates and less financial support and mentorship, and they are less likely to hold leadership positions. These experiences are exceedingly likely at the intersection of identities, leading to decreased satisfaction, increased burnout, and a higher probability of leaving the workforce. Microaggressions have also been associated with depression, suicidal thoughts, and other health and safety issues. Greater workplace diversity and equity are associated with improved financial performance; greater productivity, satisfaction, and retention; improved health care delivery; and higher-quality research. In this article, we provide tools and steps to promote equity in the oncology workplace and achieve cultural change. We propose the use of tailored approaches and tools, such as active listening, for individuals to become microaggression upstanders; we also propose the implementation of education, evaluation, and transparent policies to promote a culture of equity and diversity in the oncology workplace.
尽管人们努力拥抱多样性，但女性和少数种族、民族及性别群体的成员在工作场所仍会经历偏见、不平等、微侵犯和不友好的氛围。具体而言，肿瘤学领域的女性晋升率较低，获得的财务支持和指导较少，且担任领导职务的可能性也较低。这些经历很可能发生在身份的交叉点上，导致满意度降低、倦怠增加和离开劳动力市场的可能性增加。微侵犯也与抑郁、自杀念头和其他健康及安全问题有关。更大的工作场所多样性和公平性与更好的财务表现、更高的生产力、满意度和保留率、更优质的医疗服务提供以及更高质量的研究有关。在本文中，我们提供了在肿瘤学工作场所促进公平和实现文化变革的工具和步骤。我们建议使用量身定制的方法和工具，例如积极倾听，让个人成为微侵犯的反抗者；我们还建议实施教育、评估和透明政策，以促进肿瘤学工作场所的公平和多样性文化。
