American Society of Clinical Oncology Strategic Plan for Increasing Racial and Ethnic Diversity in the Oncology Workforce

Abstract

veloped through a multistakeholder effort led by the ASCO Health Disparities Committee, the purpose of the plan is to guide the formal efforts of ASCO in this area over the next three years (2017 to 2020). There are three primary goals: (1) to establish a longitudinal pathway for increasing workforce diversity, (2) to enhance ASCO leadership diversity, and (3) to integrate a focus on diversity across ASCO programs and policies. Improving quality cancer care in the United States requires the recruitment of oncology professionals from diverse backgrounds. The ASCO Strategic Plan to Increase Racial and Ethnic Diversity in the Oncology Workforce is designed to enhance existing programs and create new opportunities that will move us closer to the vision of achieving an oncology workforce that reflects the demographics of the US population it serves.

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.…”

“…Improving the diversity of the oncology workforce is a stated goal of the American Society of Clinical Oncology, American Society of Radiation Oncology, and American College of Radiology and is necessary to provide care to minority communities. [1][2][3] Critical to this goal is encouraging and maintaining a diverse resident applicant pool and evaluating the processes that may unknowingly place barriers against minority entry. Given the competitiveness and size of residencies in radiation oncology, applicants often apply broadly to multiple programs, with "panapplying" being a common practice.…”

Diversification in the medical sciences fuels growth of physician-scientists

“…These medical school diversity pipeline issues extend into specialty training. For instance, while Blacks and Hispanics make up 13% and 18% of the US population, respectively, they make up only 6% and 8% of all residents and fellows, 4% and 5% of practicing physicians, 4% and 5% of oncology fellows, and 2% and 3% of practicing oncologists (8). Within the subspecialty of gastroenterology from 2010 to 2017, the percentage of underrepresented in medicine applicants to fellowship fell from 14.3% to 12.1%, and there has been no change in the percentage of matriculated Hispanic, Black, or Native American gastroenterology fellows (9).…”

Evaluation of Sex Distribution of Industry Payments Among Radiation Oncologists

“… 4 , 5 Although the number of female medical school matriculants has steadily increased and now surpasses the number of their male counterparts, 6 female radiation oncologists continue to represent less than one-third of physicians. 7 This discrepancy has remained stagnant, 8 despite national recognition 9 , 10 , 11 , 12 and the substantial progress made in narrowing the gap within medical oncology. 13 The disparity in sex representation is even more pronounced in positions of seniority within radiation oncology, with disproportionately fewer female chairpersons, American Society for Radiation Oncology board members and presidents, and gold medal recipients, 4 , 14 , 15 compared with their male counterparts.…”