Achieving gender equity in the radiation oncology physician workforce

Abstract

There is currently much interest in identifying and mitigating gender inequity within medicine, the greater workforce and society as a whole. We provide an evidence-based review of current and historical trends in gender diversity in the RO physician workforce and identify potential barriers to diversity and inclusion in training, professional development, and career advancement. Next, we move to actionable items, addressing methods to mitigate bias, harassment, and other impediments to professional productivity and characterizing leadership lessons and imperatives for departmental, institutional, and organizational leaders.

Overemphasis of Step 1 Scores May Affect Application Pool Diversity in Radiation Oncology

“…The necessity of increasing the diversity of radiation oncology physicians has been discussed extensively in editorials, with multiple publications highlighting the underrepresentation of various minority subsets. 2,[7][8][9][10] Despite these efforts, there continues to be underrepresentation both in residencies and in practice. 7,10 This is demonstrated in our data set by the persistently low numbers of women (29%) and URMs that compose larger segments of the general population such as B/AAs (5%) and Hispanics (5%) applying to radiation oncology programs.…”

“…2,[7][8][9][10] Despite these efforts, there continues to be underrepresentation both in residencies and in practice. 7,10 This is demonstrated in our data set by the persistently low numbers of women (29%) and URMs that compose larger segments of the general population such as B/AAs (5%) and Hispanics (5%) applying to radiation oncology programs. Suggestions to remove barriers and potential biases in the radiation oncology application and interview process have been proposed and are to be applauded.…”

Are Female Radiation Oncologists Still Underrepresented in the Published Literature? An Analysis of Authorship Trends During the Past Decade

“…The proportionally smaller percentage of female senior authors (25.4%) relative to the percentage female first authors (34.8%) may represent a smaller pool of women who have achieved a level of seniority and expertise which allows them to oversee research projects by trainees. 17 However, this finding may also be explained in part by a relative increase in the number of female radiation oncology trainees as well as radiation oncologists entering the field and participating in research. 18 A paucity of effective mentorship has been cited as a barrier to the career advancement of women in academic leadership positions in medicine.…”

“…Awards for career development often depend on the number of years since graduation or appointment, thereby penalizing women who have taken any maternity leave, which delays their productivity peak. 1,17 It has also been observed that at an institutional level, female physicians with children received less research funding, less secretarial support, and published less often compared with their male colleagues with children. 6,7,23 The use of the Hirsch index (h-index) or the m-index (hindex divided by the number of years from first publication) to compare male and female candidates for senior faculty positions may be unjust, as they inherently depend on time (to publish more articles and for them to accrue citations), thereby penalizing physicians who take parental leave.…”

Gender Diversity in Radiation Oncology Board Certification

“…Achieving gender diversity within radiation oncology (RO) has remained elusive. [1][2][3] Increasing awareness of unconscious bias helps shed light on the sectors within our specialty that require diversification. 4 In this report, we describe the gender makeup of the American Board of Radiology (ABR) volunteer RO leadership to clarify the current gender diversity within its ranks.…”