A Comprehensive Overview of Academic Radiation Oncology Departmental Efforts in Diversity, Equity, and Inclusion

Abstract

<h3>Purpose/Objective(s)</h3> Consistent and intentional promotion of diversity, equity, and inclusion (DEI) efforts within healthcare is a critical step to eliminate health inequities. While health systems and medical schools have traditionally promoted such efforts through dedicated offices and leaders, individual departments within institutions are increasingly organizing to create formal, department-level DEI initiatives. Although considerable work has been done to examine and improve DEI efforts in radiation oncology (RO), little data are available describing current departmental-level DEI efforts. The purpose of this study was to examine and describe current RO departmental-level DEI efforts, obstacles, successes, and perceived impact. <h3>Materials/Methods</h3> Department chairs and or program directors from 124 RO departments with affiliated medical schools were contacted to inquire whether their department had a formal DEI leader. An invitation to participate in an anonymous survey was sent to DEI leaders from June to July 2021. Electronic surveys consisted of multiple choice, five-point Likert-type scale, and open-ended free-text questions regarding demographics of RO DEI leaders, existence of a DEI committee, involvement of other department members, connection with the institution, departmental DEI activities, support for DEI activities, barriers to success, and perceptions of impact. Descriptive statistics and qualitative summary of free text responses were reported. <h3>Results</h3> Among the 124 RO departments contacted, there were 85 respondents (68.5% response rate). Of the respondents, 48 (56.5%) reported having a departmental DEI leader and were invited to participate with a total of 34 (70.8%) participants completing the survey. DEI leadership demographics included 25 women (73.1%), 28 assistant or associate professors (82.2%), and 18 identifying as of non-White race or Hispanic ethnicity (53.6%). Of the 19 (55.9%) departmental DEI committees, over half (n=10, 52.6%) started in 2020 or later. Resources for DEI efforts were not commonly provided, with only a few respondents reporting receipt of administrative support (38.2%), funding (29.4%), protected time (23.5%), or increased compensation (23.5%). Among respondents, the perceived impact of DEI initiatives included an increased culture of respect (89.7%) and an improved awareness of both healthcare inequities (75.9%) and systematic/structural racism (79.3%). <h3>Conclusion</h3> Departmental DEI efforts are increasingly common within RO, however, the structure, resources, and recognition associated with DEI work are variable. Additional dedicated resources and recognition for these efforts will help ensure a culture of inclusive excellence for the RO workforce and patients.