Improving diversity, inclusion, and representation in radiology and radiation oncology part 1: Why these matter
Open accessAbstract
The ACR Commission for Women and General Diversity is committed to identifying barriers to a diverse physician workforce in radiology and radiation oncology (RRO), and to offering policy recommendations to overcome these barriers. In Part 1 of a 2-part position article from the commission, diversity as a concept and its dimensions of personality, character, ethnicity, biology, biography, and organization are introduced. Terms commonly used to describe diverse individuals and groups are reviewed. The history of diversity and inclusion in US society and health care are addressed. The post-Civil Rights Era evolution of diversity in medicine is delineated: Diversity 1.0, with basic awareness, nondiscrimination, and recruitment; Diversity 2.0, with appreciation of the value of diversity but inclusion as peripheral or in opposition to other goals; and Diversity 3.0, which integrates diversity and inclusion into core missions of organizations and their leadership, and leverages its potential for innovation and contribution. The current states of diversity and inclusion in RRO are reviewed in regard to gender, race, ethnicity, sexual orientation, and gender identity. The lack of representation and unchanged demographics in these fields relative to other medical specialties are explored. The business case for diversity is discussed, with examples of successful models and potential application to the health care industry in general and to RRO. The moral, ethical, and public health imperative for diversity is also highlighted.
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Developing a healthcare workforce that is reflective of the racial diversity of the population that it serves is in the best interest of the performance of the entire health care system.
“Considerable research suggests that developing a healthcare workforce that is reflective of the racial diversity of the population that it serves is in the best interest of the performance of the entire health care system [92,93].”
From Reducing Racial Inequities in Health: Using What We Already Know to Take Action (2019) · cites this paper as [93]
Racial concordance between a patient and a clinician has been associated with better patient-provider communication and overall health outcomes, as well as higher levels of patient satisfaction with care and adherence to provider recommendations.
“Research also indicates that racial concordance between a patient and a clinician has been associated with better patient-provider communication and overall health outcomes, as well as higher levels of patient satisfaction with care and adherence to provider recommendations [92,93].”
From Reducing Racial Inequities in Health: Using What We Already Know to Take Action (2019) · cites this paper as [93]
Underrepresented minorities (URM) are more likely to work with underserved populations, with URM from the highest SES backgrounds working in under-served areas at higher rates than do white physicians from the lowest SES backgrounds.
“This research indicates that underrepresented minorities (URM) are more likely to work with underserved populations, with URM from the highest SES backgrounds working in under-served areas at higher rates than do white physicians from the lowest SES backgrounds [93].”
From Reducing Racial Inequities in Health: Using What We Already Know to Take Action (2019) · cites this paper as [93]
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- Authors
- Lightfoote, J. B., Fielding, J. R., Deville, C., Gunderman, R. B., Morgan, G. N., Pandharipande, P. V., Duerinckx, A. J., Wynn, R. B., & Macura, K. J.
- Affiliations
- Pomona Valley Hospital Medical Center (US)
- University of North Carolina at Chapel Hill (US)
- University of Pennsylvania (US)
- Indiana University Bloomington (US)
- Virginia Mason Medical Center (US)
- Harvard University (US)
- University of Pittsburgh (US)
- Johns Hopkins University (US)
- Corresponding author
- Lightfoote, Johnson B.
- ORCID
- Venue
- Journal of the American College of Radiology
- Publisher
- Elsevier BV
- Published
- 2014-07
- Volume
- 11
- Issue
- 7
- Pages
- 673-680
- ISSN
- 1546-1440 (ISSN-L)
- PMC
- PMC4332829
- OpenAlex
- W2160657387
- Cited by
- 188
- References
- 49
- Citations by year
- 2026: 2 · 2025: 12 · 2024: 18 · 2023: 17 · 2022: 41 · 2021: 20 · 2020: 26 · 2019: 17 · 2018: 14 · 2017: 7 · 2016: 9 · 2015: 4 · 2014: 1
- FWCI
- 17.72
- Type
- journal article
- Language
- en
- Open access
- green
- www.ncbi.nlm.nih.gov
- Locations
- Journal of the American College of Radiology (publishedVersion)
- PubMed (publishedVersion)
- Europe PMC (PubMed Central) (acceptedVersion)
- PubMed Central (acceptedVersion)
- Carolina Digital Repository (University of North Carolina at Chapel Hill) (submittedVersion)
- UNC Libraries
- Funders
- Health Resources and Services Administration
- National Cancer Institute (P30CA006973)
- Topics
- Social Sciences › Gender Studies › Diversity and Career in Medicine
- Social Sciences › Safety Research › Career Development and Diversity
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Keywords
- diversity in medicine, inclusion, representation, radiology workforce, radiation oncology workforce, gender diversity, racial and ethnic diversity, sexual orientation, gender identity, diversity policy, business case for diversity
- MeSH terms
- Workforce, Minority Groups, Physicians, Prejudice, United States, Radiation Oncology, Cultural Diversity
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