Radiation Oncology residency training program integration of diversity, equity, and inclusion: An Association of Residents in Radiation Oncology Equity and Inclusion Subcommittee (ARRO EISC) inaugural program director survey.

Overview

abstract

PURPOSE: To investigate United States (US) radiation oncology (RO) program directors' (PDs) attitudes and practices regarding racial/ethnic diversity, equity, and inclusion (DEI) to better understand potential impact on underrepresented in medicine (UIM) residents in RO. METHODS AND MATERIALS: A 28-item survey was developed using the validated Ethnic Harassment Experiences Scale and the Daily Life Experiences subscale, as well as input from DEI leaders in RO. The survey was IRB-approved and administered to RO PDs. PDs were provided with the American Association of Medical Colleges (AAMC) definition of underrepresented in medicine (UIM), that is "Underrepresented in medicine means those racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the general population." Descriptive statistics were used in analysis. RESULTS: The response rate was 71% (64/90). Institutional Culture and Beliefs: 42% responded that they had a department DEI director. A minority (17%, N=11) agreed "I believe that people from UIM backgrounds have equal access to quality tertiary education in the US." The majority (97%, N=62) agreed "My program values residents from UIM backgrounds." Support and Resources: Majority (78%, N=50) agreed "My program has resources in place to assist/provide support for resident physicians from UIM backgrounds." Interview and Recruitment: Most PDs (53%) had not taken part in activities aimed at recruiting UIM residents and 17% had interviewed no UIM applicants in the past 5 years for residency. Resident experiences of Racism: 17% (N=11) agreed "UIM residents in my program have reported incidents of racism to me," and 28% (N=18) agreed "I believe that UIM residents in my program have been treated differently because of their race/ethnicity by faculty, staff, co-residents or patients.". CONCLUSION: Most PDs reported that they did not believe that UIM residents were treated differently in their department because of their race/ethnicity, and only a minority had received reports of racial discrimination experienced by residents. These data are in contrast to resident experiences, and suggest a disconnect between DEI perceptions and resident experiences among US RO PDs that should be addressed through increased programmatic action and evaluation.