研究美国放射肿瘤学节目主任对种族/民族多样性、公平和包容的态度和实践，以更好地了解对医学中少数人群的潜在影响。采用已验证的种族骚扰经验量表和日常生活经验子量表以及放射肿瘤学中多样性、公平和包容领导的意见，开发出28项调查问卷。该调查经IRB批准并向放射肿瘤学节目主任进行了管理。 调查对UIM的定义为“医学中少数族裔和民族的比例相对于其在普通人口中的比例”，采用描述性统计学进行分析。响应率为71％（64/90），其中42％回答说他们有部门多样性、公平和包容主任，其中只有少数（17％，N = 11）同意“我认为来自UIM背景的人们在美国拥有同等的高等教育机会。 ”大多数人（97％，N = 62）同意，“我的节目珍视来自UIM背景的居民。” 大多数人（78％，N = 50）同意，“我的节目设置了资源来帮助/为来自UIM背景的住院医生提供支持。” 大多数节目主任（53％）没有参加过旨在招募UIM居民的活动，而17％在过去5年内未对UIM申请人进行面试。有17％（N = 11）的人同意“我的节目中的UIM居民向我报告了种族主义事件”，而28％（N = 18）的人认为“我认为我的节目中的UIM居民因为种族/民族而受到教职员工、合作居民或患者的不同对待。”大多数节目主任报告说他们不认为UIM居民在其部门受到种族/民族歧视，只有少数人收到了居民所经历的种族歧视的报告。 这些数据与居民经验形成反差，并表明美国放射肿瘤学节目主任的多样性、公平和包容观念与居民经验之间存在脱节，应通过增加程序化行动和评估来解决。版权所有©2023 Elsevier Inc。

To investigate United States (US) radiation oncology (RO) program directors' (PDs) attitudes and practices regarding racial/ethnic diversity, equity, and inclusion (DEI) to better understand potential impact on underrepresented in medicine (UIM) residents in RO.A 28-item survey was developed using the validated Ethnic Harassment Experiences Scale and the Daily Life Experiences subscale, as well as input from DEI leaders in RO. The survey was IRB-approved and administered to RO PDs. PDs were provided with the American Association of Medical Colleges (AAMC) definition of underrepresented in medicine (UIM), that is "Underrepresented in medicine means those racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the general population." Descriptive statistics were used in analysis.The response rate was 71% (64/90). Institutional Culture and Beliefs: 42% responded that they had a department DEI director. A minority (17%, N=11) agreed "I believe that people from UIM backgrounds have equal access to quality tertiary education in the US." The majority (97%, N=62) agreed "My program values residents from UIM backgrounds." Support and Resources: Majority (78%, N=50) agreed "My program has resources in place to assist/provide support for resident physicians from UIM backgrounds." Interview and Recruitment: Most PDs (53%) had not taken part in activities aimed at recruiting UIM residents and 17% had interviewed no UIM applicants in the past 5 years for residency. Resident experiences of Racism: 17% (N=11) agreed "UIM residents in my program have reported incidents of racism to me," and 28% (N=18) agreed "I believe that UIM residents in my program have been treated differently because of their race/ethnicity by faculty, staff, co-residents or patients.".Most PDs reported that they did not believe that UIM residents were treated differently in their department because of their race/ethnicity, and only a minority had received reports of racial discrimination experienced by residents. These data are in contrast to resident experiences, and suggest a disconnect between DEI perceptions and resident experiences among US RO PDs that should be addressed through increased programmatic action and evaluation.Copyright © 2023. Published by Elsevier Inc.