Year: 2022
Type: editorial
Abstract: and obtain peer-reviewed funding.Physicians of all sexes acutely confront career aspirations and personal decisions, from marriage to family planning to work-life integration.While Simone proposed institutional reputation and individual reputation are not linked, opportunities, funding, and growth of an individual's reputation rely heavily on the support from institutional mentors and sponsorship.The availability of these opportunities is often inversely proportional to one's intersectional identity.9 These imbalances must be addressed.If we are committed to the pillars of diversity, equity, and inclusive excellence, we argue it is our collective duty to demonstrate action (Table 2).National and international organizations, grant review committees, and institutional and nonprofit groups should all adopt a structure striving for diversity in opportunities, including but not limited to speaker invitations, committee memberships, and grant review panels.This is a call for action.Original: Members of most institutional committees consist of about 30% who will work at it, despite other pressures, and 20% who are idiots, status seekers, or troublemakers. 1 Intersectional: Everyone's time and voice is valuable.Institutional leaders must respect time and encourage diversity of thought.Fostering a culture of trust and collaboration begins with the assumption that everyone is working hard and has good intent.In an era of corporate health care rife with physicians suffering from burnout, we should strive for meaningful work and efficiency.Physicians' work should be distributed equitably and be supported equitably, with clinical and administrative support.Leaders can use factors such as commitment, resilience, ownership, and continuous learning, aligned with professionalism in medicine to create accountability and eliminate ego. 10 Committees without responsibility, reward, or authority should be eliminated.Committees with decision-making authority, such as senior executive leadership committees, steering committees, boards of trustees, funding committees, editorial boards, 11,12 professional society leadership, 13 and any other leadership committee, should be composed of diverse members.Patients' voices should also be represented at decision-making tables.14 The minority tax should be eliminated.15 Institutions should not hold women and URiM solely responsible for fixing discrimination in workplaces.Everyone shares a collective responsibility for the work of diversity, equity, and inclusion, which should be valued and compensated.Time is not a reason to stay Career success requires cultural humility, negotiation, and compromise Success Our definitions of success need to evolve Strong temptations to tolerate the status quo must be overcome Medicine is both a noble calling and a regular job Journal of Clinical Oncology 1351
Source: Journal of Clinical Oncology
DOI: 10.1200/jco.22.01060
Institutions: Brown University, Lifespan, Harvard University, Dana-Farber Cancer Institute, University of Wisconsin–Madison, Thomas Jefferson University Hospital, Sidney Kimmel Cancer Center, University of Florida Health, University of Florida, Mayo Clinic in Florida, Yale University, Vanderbilt University Medical Center
Language: English
Subfield: Gender Studies
Field: Social Sciences
Domain: Social Sciences
SDG: Reduced inequalities
Open Access status: bronze
Funders: Bristol-Myers Squibb, Pfizer, Sanofi, Ipsen, Genentech
OpenAlex ID: W4297339129