BLOG: Don’t sit on the sidelines, oncology needs more male allies
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Oncologists are trained to notice signs others miss. A cough. A patch of rough skin. A feeling of fatigue. However, there is one concern that is often unnoticed by men within our own profession: Gender discrimination.
A recent Harvard Business Review article emphasized that although most men support gender inclusion, it takes more to actively address persistent workplace biases.
Unfortunately, this is especially true in the field of oncology.
Microaggressions and underrepresentation
One critical area that demands attention is the prevalence of microaggressions.
These seemingly innocuous comments or actions unintentionally offend a person’s identity. Speaking about “the guys” in the lab or telling a physician that she “looks too young to have graduated from medical school” are sometimes not as harmless as they seem.
Male allies can play a significant role in curbing such behaviors by cultivating mindfulness and raising awareness. We can set an example by examining our own language and calling out inappropriate behaviors when we hear or see them.
Another issue we all must be attuned to is the underrepresentation of women in conferences and panels. All too often, we encounter panels dominated by male speakers that fail to reflect the diverse voices and experiences that should be heard in the field. To make genuine progress, including diverse perspectives that reflect our patient population is essential. Male allies can advocate for equal representation and seek opportunities to amplify their female colleagues’ voices.
Wage gaps and sponsorship
Wage gaps also persist in oncology, with women earning less than their male counterparts and holding fewer leadership positions.
A RAND Corporation study found that women physicians earn $2 million less than men over the course of their careers. Discrepancies in pay, funding for research and advancement to leadership roles must be addressed to create a profession that offers equal opportunities and fair compensation for all. Male allies can again have a crucial role by acknowledging these disparities, advocating for pay equity, recognizing critical research —especially studies focusing on gender and underrepresented populations — and supporting the advancement of women into leadership.
To be true allies, male oncologists must act as sponsors. While mentors provide guidance, sponsors actively advocate for individuals they believe in, helping them seek career advancement opportunities. By taking the time to provide guidance and support, male allies can bridge the gender gap in leadership positions.
Another essential aspect of male allyship is collaboration. Actively seeking opportunities to collaborate with female colleagues fosters beneficial partnerships, leading to better research outcomes and patient care. Male allies can contribute to creating a support system that facilitates growth and success for female physicians by participating in teams and committees with their female colleagues.
Dismantling discrimination
By paying attention to these crucial areas, male allies in oncology can make significant strides toward dismantling gender discrimination and fostering an inclusive and equitable environment.
Recognizing and addressing microaggressions, promoting diversity in conferences and leadership roles, advocating for pay equity, acting as sponsors, and fostering collaboration are vital steps toward achieving true gender equity, where we all pay attention and truly improve our field.
References:
- Johnson WB, et al. Male allyship is about paying attention. Harvard Business Review. Available at: https://hbr.org/2021/02/male-allyship-is-about-paying-attention#. Published, Feb. 10, 2021. Accessed July 24, 2023.
- Whaley CM, et al. Health Aff. 2021;doi:10.1377/hlthaff.2021.01007.
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Edward S. Kim, MD, MBA, FACP, FASCO, is physician-in-chief and senior vice president of City of Hope Orange County, and vice physician-in-chief and professor with City of Hope National Medical Center. He can be reached on Twitter @DrEdKim or on LinkedIn at linkedin.com/in/ed-kim-1a416260.
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