Examining gender diversity growth as a model for inclusion of all underrepresented persons in medical physics

Abstract

The labour force of Medical Physics is one of the most gender diverse in the field of Physics, as it has attained the proportional achievement of ~30% women worldwide 1. While great strides have been made towards a gender diverse workforce, women still comprise an underrepresented group. Many strategies have been suggested to increase the participation of underrepresented persons by addressing unconscious biases, increasing opportunities, dedicated hiring policies and providing support networks in science and medicine 2,3 , yet the personnel landscape remains largely uniform. Herein, the conditions, strategies, and approaches that facilitated gender diversity in Medical Physics are considered as a means to further the inclusion of other underrepresented groups through exemplars of mentorship, addressing unconscious biases and the implementation of inclusive practices. Furthermore, the potential for gender diversity to act as a catalyst to create an environment that is more accepting of diversity and supports and encourages inclusive practices for the participation and inclusion of other underrepresented groups in Medical Physics is discussed.

Research productivity of radiation therapy physics faculty in the United States

“…However, the large gender disparity in RTP leadership positions seen in other studies 19 was also evident in our study. Further study is warranted to better understand the reasons for these disparities and develop strategies to increase the gender diversity in the RTP workforce and leadership 32 …”

“…Further study is warranted to better understand the reasons for these disparities and develop strategies to increase the gender diversity in the RTP workforce and leadership. 32 …”

Uniting to Advance Diversity, Equity, and Inclusion in a Pandemic and Post-Pandemic World

“…This collective work is of long-term impact because it strives to free the system of flawed stereotypical notions, unconscious bias, problematic elitism, cronyism, other unacceptable prejudice, and overt negative conduct associated with inhibiting, demeaning, diverting, forcing or creating fear in others (e.g., unwanted intrusion, practical jokes, gossip, innuendo, gaslighting, blocking of opportunities, assigning menial tasks, overloading, taking or not giving credit for peoples' work and ideas, shouting / swearing / unspoken gestures, or other verbal / physical aggression and abuse linked to harassment, bullying, and / or victimisation). Such contributions, wider published works, and the guidelines of major government and professional bodies prove that we are very far from alone in our convictions to bring about positive professional reforms to improve friendliness while eradicating racism and other bias (see Jermak, 2018;Greider et al, 2019;Agarwal, 2020;Brazil, 2020;Breaking Barriers, Changing Culture, ENAR, Research Integrity, Science Europe, and University Challenge Reports;Cech and Waidzunas, 2021;Devakumar et al, 2020;Dzombak, 2020;EC Diversity and Inclusion Charter;EGU DEI Special Issue, 2020;Fernandes et al, 2020;McKinnon and O'Connell, 2020;Powell et al, 2020;Tager, 2020;van Zyl et al, 2020;and Woolston, 2020 -plus further published examples may be requested of your libraries). In support of the needs of the diversity, equity, and inclusion (DEI) remit in the near term EAG and its community plan to deliver a range of activities such as those pervading the 2021 Goldschmidt Conference and a co-sponsored session at EGU.…”

A framework for developing community‐focused medical physics outreach programs

“…These initiatives and challenges are not unique to the field of medical physics. Discussions on the importance of DEI have included the enhanced ability for teams to solve complex problems more efficiently, and address how the untapped economic resource prevailing from underrepresented minorities (URMs), inclusive of women, racial and ethnic minorities, and persons with disabilities, may address the projected supply and demand issues within STEM workforces 3–8 . Lightfoote et al.…”

“…Discussions on the importance of DEI have included the enhanced ability for teams to solve complex problems more efficiently, and address how the untapped economic resource prevailing from underrepresented minorities (URMs), inclusive of women, racial and ethnic minorities, and persons with disabilities, may address the projected supply and demand issues within STEM workforces. 3 , 4 , 5 , 6 , 7 , 8 Lightfoote et al. identified URMs not only lack representation in both diagnostic radiology and radiation oncology physician workforces, but also rank near the bottom in terms of representation compared to the United States and other graduate medical education specialities.…”