PDF(Pubmed)
Abstract：
Following a European Society for Medical Oncology Women for Oncology (ESMO W4O) survey in 2016 showing severe under-representation of female oncologists in leadership roles, ESMO launched a series of initiatives to address obstacles to gender equity. A follow-up survey in October 2021 investigated progress achieved.
The W4O questionnaire 2021 expanded on the 2016 survey, with additional questions on the impact of ethnicity, sexual orientation and religion on career development. Results were analysed according to respondent gender and age.
The survey sample was larger than in 2016 (n = 1473 versus 482), especially among men. Significantly fewer respondents had managerial or leadership roles than in 2016 (31.8% versus 51.7%). Lack of leadership development for women and unconscious bias were considered more important in 2021 than in 2016. In 2021, more people reported harassment in the workplace than in 2016 (50.3% versus 41.0%). In 2021, ethnicity, sexual orientation and religion were considered to have little or no impact on professional career opportunities, salary setting or related potential pay gap. However, gender had a significant or major impact on career development (25.5% of respondents), especially in respondents ≤40 years of age and women. As in 2016, highest ranked initiatives to foster workplace equity were promotion of work-life balance, development and leadership training and flexible working. Significantly more 2021 respondents (mainly women) supported the need for culture and gender equity education at work than in 2016.
Gender remains a major barrier to career progression in oncology and, although some obstacles may have been reduced since 2016, we are a long way from closing the gender gap. Increased reporting of discrimination and inappropriate behaviour in the workplace is a major, priority concern. The W4O 2021 survey findings provide new evidence and highlight the areas for future ESMO interventions to support equity and diversity in oncology career development.
The W4O questionnaire 2021 expanded on the 2016 survey, with additional questions on the impact of ethnicity, sexual orientation and religion on career development. Results were analysed according to respondent gender and age.
The survey sample was larger than in 2016 (n = 1473 versus 482), especially among men. Significantly fewer respondents had managerial or leadership roles than in 2016 (31.8% versus 51.7%). Lack of leadership development for women and unconscious bias were considered more important in 2021 than in 2016. In 2021, more people reported harassment in the workplace than in 2016 (50.3% versus 41.0%). In 2021, ethnicity, sexual orientation and religion were considered to have little or no impact on professional career opportunities, salary setting or related potential pay gap. However, gender had a significant or major impact on career development (25.5% of respondents), especially in respondents ≤40 years of age and women. As in 2016, highest ranked initiatives to foster workplace equity were promotion of work-life balance, development and leadership training and flexible working. Significantly more 2021 respondents (mainly women) supported the need for culture and gender equity education at work than in 2016.
Gender remains a major barrier to career progression in oncology and, although some obstacles may have been reduced since 2016, we are a long way from closing the gender gap. Increased reporting of discrimination and inappropriate behaviour in the workplace is a major, priority concern. The W4O 2021 survey findings provide new evidence and highlight the areas for future ESMO interventions to support equity and diversity in oncology career development.
摘要：
背景：2016年欧洲肿瘤医学协会肿瘤学女性（ESMOW4O）调查显示，女性肿瘤学家在领导角色中的代表性严重不足，ESMO发起了一系列举措，以解决性别平等的障碍。2021年10月的一项后续调查调查了取得的进展。
方法：W4O问卷2021在2016年调查的基础上扩展，关于种族影响的其他问题，性取向和宗教对职业发展的影响。根据受访者的性别和年龄对结果进行分析。
结果：调查样本大于2016年（n=1473对482），尤其是男性。担任管理或领导职位的受访者明显少于2016年（31.8％对51.7％）。2021年，女性缺乏领导力发展和无意识偏见被认为比2016年更为重要。2021年，更多的人报告在工作场所受到骚扰，而不是2016年(50.3%对41.0%)。2021年，种族、性取向和宗教被认为对职业生涯机会几乎没有影响，工资设定或相关的潜在工资差距。然而,性别对职业发展有重大或重大影响(25.5%的受访者)，特别是在年龄≤40岁和女性的受访者中。与2016年一样，促进工作场所公平的最高举措是促进工作与生活的平衡，发展和领导力培训以及灵活的工作。与2016年相比，2021年受访者（主要是女性）支持工作中文化和性别平等教育的需求。
结论：性别仍然是肿瘤学职业发展的主要障碍，尽管自2016年以来一些障碍可能已经减少，但我们距离缩小性别差距还有很长的路要走。增加对工作场所歧视和不当行为的报告是一个主要问题，优先关注。W4O2021调查结果提供了新的证据，并强调了未来ESMO干预措施的领域，以支持肿瘤学职业发展的公平性和多样性。
方法：W4O问卷2021在2016年调查的基础上扩展，
结果：调查样本大于2016年（n=1473对482），
结论：性别仍然是肿瘤学职业发展的主要障碍，
