Urologic oncology workforce diversity: A first step in reducing cancer disparities

Garg, Tullika; Antar, Ali; Taylor, Jennifer

doi:10.1016/j.urolonc.2019.04.025

Cited by 7 publications

(6 citation statements)

References 36 publications

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“…Some studies report having a diverse workforce is an essential first step toward eliminating disparities in health care because of the downstream effects of improved patient–provider communication. 17 Our institute is taking several steps toward “Diversity and Inclusion.” One example is requiring all hiring committee members to undergo training in “Interrupting Bias in the Recruitment Process.”…”

Section: Discussionmentioning

confidence: 99%

Health Care Students' Perceptions of Bias During Their Clinical Training and Insights on Mitigating It

Parvez,

Barnes,

Gonzalez

et al. 2023

J Physician Assist Educ

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Purpose To understand health care students' perception of implicit bias and examine their insights to create a bias-free training environment. Methods Clinical phase students from one university's 4 health care programs participated in this study. Students were surveyed regarding their knowledge of implicit bias and perception of their experiences in the clinical learning environment. Results The response rate was 50.9%, N = 161. In total, 52.6% reported having prior training on implicit bias, and 55% self-reported that they had personally observed preceptors who exhibited an implicit bias toward patients based on race, ethnicity, or other qualities. There was no statistically significant relationship between those with prior training on implicit bias and being able to identify implicit bias exhibited by preceptors. Participants also expressed their unwillingness to report an incident unless it is confidential due to fear of retribution. Conclusion This study found that health care students from one university's 4 health care programs perceived implicit bias in their clinical learning environment, which they believe could be improved by taking intentional steps. Some suggestions provided were “Safe space to report and openly discuss bias,” “Education/training on implicit bias,” “Time for self-reflection,” and “Hiring process that evaluates/trains against implicit bias.” The implication of our study is to create a bias-free training environment that will help interrupt the propagation of biases contributing to health disparity. Further research should examine a national population and identify interventional methods and outcomes in multiple health care disciplines.

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Section: Discussionmentioning

confidence: 99%

Health Care Students' Perceptions of Bias During Their Clinical Training and Insights on Mitigating It

Parvez,

Barnes,

Gonzalez

et al. 2023

J Physician Assist Educ

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“…First, women remain a minority in many medical fields. For example, the urologic oncology workforce is primarily comprised of men ( 21 ), and women radiation oncologists in genitourinary cancer are a minority ( 22 ). This gender gap might affect the observed lower representation of women PIs.…”

Section: Discussionmentioning

confidence: 99%

Trends in Women’s Leadership of Oncology Clinical Trials

Waldhorn

Dekel²,

Morozov

et al. 2022

Front. Oncol.

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It has been widely reported that women are underrepresented in leadership positions within academic medicine. This study aimed to assess trends in women representation as principal investigators (PIs) in oncology clinical trials and to characterize trends in women’s leadership in such trials conducted between 1999 and 2019. The gender of 39,240 PIs leading clinical trials was determined using the gender prediction software Genderize.io. In total, 11,516 (27.7%) women served as PIs. Over the past 20 years, an annual increase of 0.65% in women PIs was observed. Analysis by geographic distribution revealed higher women representation among PIs in North America and Europe compared to Asia. Industry-funded trials were associated with lower women PI representation than academic-funded trials (31.4% vs. 18.8%, p<0.001). Also, women PIs were found to be underrepresented in late-phase as compared to early-phase studies (27.9%, 25.7%, 21.6%, and 22.4% in phase I, II, III, and IV, respectively; Cochran-Armitage test for trend, p<0.001). Furthermore, an association was found between the PI’s gender and enrolment of female subjects (50% vs. 43% female participants led by women vs men PIs, respectively, p<0.001). Taken together, while the gender gap in women’s leadership in oncology trials has been steadily closing, prominent inequalities remain in non-Western countries, advanced study phases, industry-funded trials and appear to be linked to a gender gap in patient accrual. These observations can serve for the development of strategies to increase women’s representation and to monitor progress toward gender equality in PIs of cancer clinical trials.

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“…This is despite the finding that reimbursement rates for female-specific procedures are reimbursed at a rate of 28% less than paired male-specific procedures, while accounting for complexity of procedure [26]. Furthermore, studies have shown higher patient satisfaction and adherence to preventive care among female patients treated by female physicians than their male counterparts in the fields of obstetrics, primary care, and emergency medicine [9,27,28].…”

Section: Traditional Female Roles and Expectationsmentioning

confidence: 98%

“…A survey of female urology residents affirmed this finding; top reported challenges involved harassment and discrimination in the clinical setting, specifically involving refusal to be seen by male patients as well as inappropriate treatment and sexual harassment by both patients and their male colleagues [2,31]. Differential behavior towards women in the healthcare setting has been thoroughly demonstrated to have harmful effects on performance and patient outcomes in other surgical fields [27,32,33]. General surgery residents who repeatedly experienced discrimination, abuse, or harassment were about three times more likely to experience burnout symptoms and thoughts of suicide, which underscores the gravity of gender inequity and the field's obligation of its rectification [32,34].…”

Section: Discrimination Bias and Harassmentmentioning

confidence: 99%

Improving Gender Diversity in Urologic Residency Training

2021

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Purpose of Review Women remain underrepresented in urology despite being well-represented in medicine overall. A more diverse urological workforce has the potential to lead to better health outcomes for patients. This paper presents an overview of barriers faced by women in urology at the student, resident, and attending level and potential solutions to mitigate these issues.Recent Findings Although the number of women entering urology has increased since the first woman became a boardcertified urologist in 1962, women still are underrepresented, advance more slowly, and hold only a small percentage of leadership positions. Women in urology and surgical fields in general face numerous challenges and obstacles which can be improved to bring and keep more women in the field of urology. Recent efforts by both academic urologists and trainees themselves offer hope for change. Summary Women in urology face challenges in the field which include more limited mentorship opportunities, harassment and bias, and 'pigeonholing'. Recent efforts by both academic urologists and trainees themselves offer hope for change to attract and keep more women in the field. These efforts include the American Urological Association's public commitment to advocating for and fostering a diverse and inclusive environment within urology. A more diverse urological workforce has the potential to lead to better health outcomes for patients, particularly in those populations where access to urological care may be limited.

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Urologic oncology workforce diversity: A first step in reducing cancer disparities

Cited by 7 publications

References 36 publications

Health Care Students' Perceptions of Bias During Their Clinical Training and Insights on Mitigating It

Health Care Students' Perceptions of Bias During Their Clinical Training and Insights on Mitigating It

Trends in Women’s Leadership of Oncology Clinical Trials

Improving Gender Diversity in Urologic Residency Training

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