Kalavagunta Chaitanya, Savla Bansi, White Jessica, Bulkley Dominic, Dunlap Anna, Kwok Renee, Shaw Kennecia, MacFarlane Michael, Dudley Sara, Alicia David, Marter Kimberly, Leichter Rivka, Chason Cameron, Bentzen Søren M, Regine William, Vyfhuis Melissa
Department of Radiation Oncology, University of Maryland School of Medicine, Baltimore, MD 21201, United States.
JNCI Cancer Spectr. 2025 Mar 3;9(2). doi: 10.1093/jncics/pkaf029.
This study evaluates the impact of a 2-year Diversity, Equity, and Inclusion (DEI) intervention program within a radiation oncology department. We analyzed employee perceptions of inclusivity, bias, training, and career development, recognizing the challenges of assessing DEI initiatives in an evolving sociopolitical context.
A voluntary survey was distributed in 2021 and 2023. The survey assessed 4 DEI domains: Inclusivity, Department Bias, Training/Education, and Career Development. Responses were analyzed using nonparametric tests. DEI initiatives included implicit bias training, allyship training, book clubs, anonymous feedback platforms, and a DEI website.
Survey completion rates were 40% (2021) and 50% (2023). Significant improvements were observed in Inclusivity (3.72 vs 3.91, P = .042), Training/Education (3.57 vs 4.14, P < .001), and Career Development (3.39 vs 3.60, P = .019). Department Bias showed no significant change (P = .130). Anti-DEI sentiment increased in 2023, highlighting challenges in fostering inclusivity. Subgroup analyses revealed improvements for Black employees but persistent disparities for women.
This exploratory study suggests that targeted DEI initiatives can improve employee perceptions of workplace culture in academic health-care settings. Notably, the program improved perceptions of inclusivity, training opportunities, and career development. However, persistent gender inequities in training and career development highlight the need for monitoring and focused efforts. These findings can inform future DEI strategies and underscore the importance of continued vigilance in promoting an inclusive work environment. Future research should explore the program's downstream effects on patient care, clinical trial enrollment, and residency enrollment.
本研究评估了一项为期两年的多元化、公平与包容（DEI）干预计划对放射肿瘤学部门的影响。我们分析了员工对包容性、偏见、培训和职业发展的看法，同时认识到在不断变化的社会政治背景下评估DEI举措所面临的挑战。
在2021年和2023年进行了一项自愿调查。该调查评估了4个DEI领域：包容性、部门偏见、培训/教育和职业发展。使用非参数检验对回复进行分析。DEI举措包括隐性偏见培训、盟友关系培训、读书俱乐部、匿名反馈平台和一个DEI网站。
调查完成率分别为40%（2021年）和50%（2023年）。在包容性（3.72对3.91，P = .042）、培训/教育（3.57对4.14，P < .001）和职业发展（3.39对3.60，P = .019）方面观察到显著改善。部门偏见没有显著变化（P = .130）。2023年反DEI情绪有所增加，凸显了促进包容性方面的挑战。亚组分析显示黑人员工有所改善，但女性仍存在持续差距。
这项探索性研究表明，有针对性的DEI举措可以改善学术医疗环境中员工对工作场所文化的看法。值得注意的是，该计划改善了对包容性、培训机会和职业发展的看法。然而，培训和职业发展中持续存在的性别不平等凸显了监测和重点努力的必要性。这些发现可为未来的DEI战略提供参考，并强调在促进包容性工作环境方面持续保持警惕的重要性。未来的研究应探索该计划对患者护理、临床试验入组和住院医师入组的下游影响。
