From Policy to Practice: NCCN Summit Explores Equity in the Cancer Workforce

Speakers at the summit emphasized that fostering a diverse workforce starts with inclusive leadership and integrating DEI values into strategic planning and budgets.

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"When I think about not doing this work and not focusing on diversity, equity, and inclusion in a really intentional way, people die—that is the fact of the matter," Terrance Mayes, EdD, said during a panel discussion at the September 2024 National Comprehensive Cancer Network (NCCN) Policy Summit. "We know that Black men are something like 19% more likely to die from cancer than White men, and Black women are 12% more than White women likely to die from cancer. These are real experiences impacting individuals' lives."

The keynote address that showcased the summit's focus, "Advancing Diversity, Equity, and Inclusion in the Cancer Workforce," was delivered by Tiffany Wallace, PhD, branch director at the National Cancer Institute Center for Cancer Health Equity.

Following the keynote, a series of panel discussions underscored the importance of fostering a culture of diversity, equity, inclusion (DEI), and belonging within cancer centers. The sessions explored strategies to sustain these commitments in a changing policy environment, featuring insights from a range of experts and best practice presentations from institutions nationwide.

“Our work at NCCN has always been rooted in equity; we want to ensure everyone has access to the latest evidence-based expert consensus-driven recommendations for cancer care, so all patients can live better lives,” Crystal S. Denlinger, MD, CEO of NCCN, said in a statement.¹ “For nearly 30 years, the NCCN Guidelines have provided roadmaps that enable people with cancer to be treated according to the high-quality, evidence-based care that is best for them. In recent years, we have expanded our focus on additional factors that contribute to disparities in outcomes, including underrepresented groups among oncology care providers and in clinical trials."

During the following panel discussions, Mayes, the associate dean for Equity and Strategic Initiatives and the executive director of the Commission on Justice and Equity at Stanford University, joined key leaders to explore strategies to promote an inclusive workplace culture in the face of a changing policy landscape and the challenges posed by opposition to DEI initiatives.

Expert Insight: Strategies to Advancing DEI in Cancer Care

Mayes and Danielle Coe Mitchell, CEO and founder of Black Women in Clinical Research, emphasized the importance of engaging with local communities and listening to their needs. Their approach suggested partnering with trusted local organizations and leaders like pastors, barbers, and other community members to understand the community's needs instead of making assumptions.

They also addressed diverse representation in the workforce and research teams by highlighting the value of having staff and researchers who reflect the diversity of the communities being served, as this can help build trust and engagement.

"Diverse professionals recruit diverse patients," Mitchell said.

Rodney Tucker, MD, MMM, the associate director for Access, Belonging, and Culture at the O'Neil Comprehensive Cancer Center of University of Alabama at Birmingham, echoed this, stating the need to critically examine inclusion and exclusion criteria to improve representation in studies and recommending intentionally reviewing study eligibility criteria to evaluate the necessity and potential to broaden participation.

Eugene Manley Jr, PhD, founder and CEO of the STEMM & Cancer Health Equity Foundation, also emphasized the need for better community outreach and engagement to enhance access to equitable care. He advocated for increasing diversity in the oncology workforce and reflecting lived experiences in outreach materials to improve care delivery.

Providing more promising entry-level opportunities and career development support to create pathways for individuals, especially from underrepresented backgrounds, was another strategy the speakers mentioned. Lauren Wall, MS, senior director, Cancer Clinical Trials Support Office, University Chicago Medicine Comprehensive Cancer Center, talked about looking for markers of success through the cultivation of the next generation of health care, cancer, and research professionals.

Mayes underscored that the success of implementing DEI strategies must begin with a company's leadership. Incorporating DEI goals into performance evaluations and incentive structures is a great sign of commitment.

"When I see an explicit, visible leadership commitment to this work, that is a sign that the organization is moving in the right way," he said. "When the executive leadership defines, articulates, and holds themselves and others accountable for diversity, equity, and inclusion, and division."

Current Challenges to Improving DEI in Health Care

Deborah Grimes, RN, JD, MSHQS, senior vice president and chief diversity officer at Ochsner Health, stressed that achieving equitable cancer care outcomes depends on addressing workforce diversity through a health equity lens.

Chyke A. Doubeni, MD, MPH, chief health equity officer at The Ohio State University Comprehensive Cancer Center, emphasized the need for a culture of empathy and inclusivity across all facets of health care. “Health care services, workplaces, schools, and research activities must be truly inclusive," he said. "It is critical to work collectively as a society to identify our shared values and create diverse and inclusive organizations and communities.”

Speakers acknowledged the backlash and legal challenges against DEI programs, including bans on scholarships targeted at specific populations. Heather Alarcon, JD, senior director of Legal Services at the Association of American Medical Colleges, explained that some organizations have become overly cautious, avoiding DEI programs unnecessarily. She urged employers to adopt diversity-promoting practices that are legally endorsed and ensure a robust recruitment process that looks for talent everywhere.

Overall, the NCCN Policy Summit served as a forum for thought leaders in oncology to share insights and strategies for building an inclusive cancer workforce that better serves everyone. The event underscored the importance of ongoing commitment to DEI as an integral part of the mission to improve cancer care and outcomes.

Reference

1. NCCN Policy Summit explores how to build an inclusive cancer center workplace culture that better serves everybody. News release. NCCN. September 10, 2024. Accessed September 13, 2024. https://www.prnewswire.com/news-releases/nccn-policy-summit-explores-how-to-build-an-inclusive-cancer-center-workplace-culture-that-better-serves-everybody-302244098.html