Division of Cancer Sciences, School of Medical Sciences, Faculty of Biology, Medicine and Health, University of Manchester, Manchester, United Kingdom; Department of Radiotherapy Related Research, Christie National Health Service (NHS) Foundation Trust, Manchester, United Kingdom.
Center for Proton Therapy, Paul Scherrer Institute, Villigen, Switzerland; Department of Radiation Oncology, Cantonal Hospital Aarau, Aarau, Switzerland.
Int J Radiat Oncol Biol Phys. 2023 Jun 1;116(2):246-256. doi: 10.1016/j.ijrobp.2023.02.009. Epub 2023 Feb 13.
Organizational culture plays a major role in prioritizing diversity, equity, and inclusion (DEI) objectives by aligning individual values of employees with organizational values. However, effective strategies to create an inclusive organizational culture, in which these values are aligned, remain unclear. The European Society for Radiotherapy and Oncology (ESTRO) launched a qualitative study, as a follow-up of the previous project on DEI that highlighted low levels of inclusion and work engagement among radiation oncology (RO) professionals in Europe. The aim of the present study was to gain an understanding of how DEI could be improved within RO departments by creating a more inclusive organizational culture.
A qualitative research study was conducted by enrolling RO professionals from 4 selected European countries through an open call on the ESTRO platform. Respondents who completed an online survey and met the inclusion criteria, such as experiencing low DEI levels at work, were invited for an online semistructured interview. Interview transcripts were analyzed thematically with an abductive approach via concepts in relation to "DEI," "work engagement," "organizational culture," and "professional values."
Twenty-six eligible respondents from Great Britain, Italy, Poland, and Switzerland were interviewed. The thematic analysis identified cases in which limited engagement at work emerged when the personal values of RO professionals conflicted with dominant organizational values, hampering DEI. Three conflicts were found between the following personal versus organizational values: (1) self-development versus efficiency, (2) togetherness versus competition, and (3) people-oriented versus task-oriented cultures.
Awareness of how organizational values can conflict with professionals' values should be raised to improve inclusion and engagement in the workplace. Additionally, efforts should be focused on tackling existing power imbalances that hamper effective deliberation on organizational- versus personal-value conflicts.
组织文化在优先考虑多样性、公平性和包容性（DEI）目标方面发挥着重要作用，方法和材料：通过在 ESTRO 平台上公开呼吁，从 4 个选定的欧洲国家招募 RO 专业人员进行定性研究。完成在线调查并符合工作中 DEI 水平较低等纳入标准的受访者被邀请进行在线半结构化访谈。通过与“DEI”、“工作投入”、“组织文化”和“专业价值观”相关的概念，采用归纳法对访谈记录进行主题分析。
从英国、意大利、波兰和瑞士招募了 26 名符合条件的受访者进行了访谈。主题分析确定了 RO 专业人员的个人价值观与主导组织价值观发生冲突，从而阻碍 DEI 的情况下，工作投入有限的情况。发现了个人与组织价值观之间的三个冲突：（1）自我发展与效率，（2）团结与竞争，（3）以人为本与任务导向的文化。
应该提高对组织价值观如何与专业人员价值观发生冲突的认识，以提高工作场所的包容性和参与度。此外，应努力解决现有的权力失衡问题，这些问题阻碍了对组织与个人价值冲突的有效审议。
