TY - JOUR
T1 - Qualitative Study on Diversity, Equity, and Inclusion Within Radiation Oncology in Europe
AU - Abravan, Azadeh
AU - Correia, Dora
AU - Gasnier, Anne
AU - Shakhverdian, Stella
AU - van der Stok, Tirza
AU - Bertholet, Jenny
AU - Dubois, Ludwig J.
AU - Jereczek-Fossa, Barbara Alicja
AU - Eng, Matteo Pepa
AU - Spalek, Mateusz
AU - Petit, Steven F.
AU - Franco, Pierfrancesco
AU - Petit-Steeghs, Violet
PY - 2023/6/1
Y1 - 2023/6/1
N2 - Purpose: Organizational culture plays a major role in prioritizing diversity, equity, and inclusion (DEI) objectives by aligning individual values of employees with organizational values. However, effective strategies to create an inclusive organizational culture, in which these values are aligned, remain unclear. The European Society for Radiotherapy and Oncology (ESTRO) launched a qualitative study, as a follow-up of the previous project on DEI that highlighted low levels of inclusion and work engagement among radiation oncology (RO) professionals in Europe. The aim of the present study was to gain an understand-ing of how DEI could be improved within RO departments by creating a more inclusive organizational culture.Methods and Materials: A qualitative research study was conducted by enrolling RO professionals from 4 selected European countries through an open call on the ESTRO platform. Respondents who completed an online survey and met the inclusion criteria, such as experiencing low DEI levels at work, were invited for an online semistructured interview. Interview transcripts were analyzed thematically with an abductive approach via concepts in relation to "DEI," "work engagement," "organizational culture," and "professional values."Results: Twenty-six eligible respondents from Great Britain, Italy, Poland, and Switzerland were interviewed. The thematic analysis identified cases in which limited engagement at work emerged when the personal values of RO professionals conflicted with dominant organizational values, hampering DEI. Three conflicts were found between the following personal versus orga-nizational values: (1) self-development versus efficiency, (2) togetherness versus competition, and (3) people-oriented versus task-oriented cultures.Conclusions: Awareness of how organizational values can conflict with professionals' values should be raised to improve inclusion and engagement in the workplace. Additionally, efforts should be focused on tackling existing power imbalances that hamper effective deliberation on organizational-versus personal-value conflicts.& COPY; 2023 The Authors. Published by Elsevier Inc.This is an open access article under the CC BY license (http://creativecommons.org/licenses/by/4.0/)
AB - Purpose: Organizational culture plays a major role in prioritizing diversity, equity, and inclusion (DEI) objectives by aligning individual values of employees with organizational values. However, effective strategies to create an inclusive organizational culture, in which these values are aligned, remain unclear. The European Society for Radiotherapy and Oncology (ESTRO) launched a qualitative study, as a follow-up of the previous project on DEI that highlighted low levels of inclusion and work engagement among radiation oncology (RO) professionals in Europe. The aim of the present study was to gain an understand-ing of how DEI could be improved within RO departments by creating a more inclusive organizational culture.Methods and Materials: A qualitative research study was conducted by enrolling RO professionals from 4 selected European countries through an open call on the ESTRO platform. Respondents who completed an online survey and met the inclusion criteria, such as experiencing low DEI levels at work, were invited for an online semistructured interview. Interview transcripts were analyzed thematically with an abductive approach via concepts in relation to "DEI," "work engagement," "organizational culture," and "professional values."Results: Twenty-six eligible respondents from Great Britain, Italy, Poland, and Switzerland were interviewed. The thematic analysis identified cases in which limited engagement at work emerged when the personal values of RO professionals conflicted with dominant organizational values, hampering DEI. Three conflicts were found between the following personal versus orga-nizational values: (1) self-development versus efficiency, (2) togetherness versus competition, and (3) people-oriented versus task-oriented cultures.Conclusions: Awareness of how organizational values can conflict with professionals' values should be raised to improve inclusion and engagement in the workplace. Additionally, efforts should be focused on tackling existing power imbalances that hamper effective deliberation on organizational-versus personal-value conflicts.& COPY; 2023 The Authors. Published by Elsevier Inc.This is an open access article under the CC BY license (http://creativecommons.org/licenses/by/4.0/)
KW - ORGANIZATIONAL CULTURE
KW - WORK ENGAGEMENT
KW - CONCORDANCE
KW - RESOURCES
KW - PATIENT
KW - MODEL
KW - CARE
U2 - 10.1016/j.ijrobp.2023.02.009
DO - 10.1016/j.ijrobp.2023.02.009
M3 - Article
C2 - 36792016
SN - 0360-3016
VL - 116
SP - 246
EP - 256
JO - International Journal of Radiation Oncology Biology Physics
JF - International Journal of Radiation Oncology Biology Physics
IS - 2
ER -