By Jennifer M. Dunn, MSW, LCSW, OSW-C

Following a 2016 survey concluding that greater than 90% of membership identifies as white, the Association of Oncology Social Work (AOSW) committed itself to building a community that reflects all people affected by cancer. In the AOSW’s Diversity and Inclusion Statement, the AOSW recognizes that diversity among oncology social workers must keep pace with the increasing ethnic and racial diversity of our patient populations. The AOSW’s statement proclaims that regardless of age, race, national origin, gender, gender identity, sexual orientation, ability, religion and more, all members are valued and welcome. As a result, the AOSW set into motion long-term goals to advance diversity and inclusion at all levels of the organization.

As a member of AOSW, you might be asking yourself what is the importance of this initiative and why would the AOSW commit itself and its members to such goals? As a professional healthcare organization, the AOSW understands that the demographic makeup of all healthcare professions has not kept pace with the ever-changing demographics of the nation, which has resulted in a workforce that does not reflect the populations served by the industry. And despite major advances in medicine, including improvements in the prevention and treatment of diseases such as cancer, disparities for people from ethnic and racial minority populations persist (Whitt-Glover, 2019). Some theories suggest that a workforce that lacks diversity may also lack the necessary knowledge and skills to provide the best possible care and services to people from a vast range of cultural and ethnic backgrounds (Whitt-Glover, 2019).

Despite our best efforts to achieve cultural competency, healthcare workers, including social workers, are still subject to implicit bias, which can impact our interactions with patients and perpetuate disparities (Whitt-Glover, 2019). Evidence suggests that providers from diverse backgrounds are more likely to care for patients from racial and ethnic minority groups and have strong patient-provider communication with their patients, which correlates with positive patient outcomes (Whitt-Glover, 2019, Wilbur, et. Al, 2020). Increasing diversity in the healthcare workforce, including among oncology social workers, is an encouraging strategy for combating healthcare disparities among racial and ethnic groups.

The AOSW finds it imperative that as the largest organization of oncology social workers and advocates that members strive to uphold our ethical principles and highlight actions that seek to promote cultural and ethnic diversity. Therefore, AOSW members of all backgrounds are encouraged to help create change. Perhaps consider joining the AOSW Diversity, Equity and Inclusion or Membership Committees to explore ways to recruit and retain a more diverse membership. If you are a seasoned oncology social worker with a diverse background, consider signing up for the AOSW Mentorship program to mentor and inspire other members of underrepresented racial and ethnic groups who are newer to the profession—encourage them to become active in the organization and empower them to run for leadership positions. Members can explore their own personal bias by presenting or attending trainings or conference presentations on implicit bias and cultural humility. Outside of the AOSW, consider engaging administration at your place of practice to assess recruitment and hiring policies to assure your employer is building a team that reflects your patient population, whenever possible. Get involved with career days and field instruction at your local high schools, colleges, and universities to promote oncology social work as a viable area of practice.

The AOSW is dedicated to high-quality care that is equitable for everyone impacted by cancer, which requires a commitment to exploring factors that contribute to healthcare disparities. By recognizing the lack of diversity in the demographic makeup of our membership and how that impacts patient care, we can work together to create internal change, hopefully resulting in improved outcomes for our patients and their families. Therefore, the AOSW will remain focused on building a community that reflects all people affected by cancer.

References    

Diversity & Inclusion Statement [Review of Diversity & Inclusion Statement]. The Association of  Oncology Social Work. Retrieved April 30, 2023, from https://aosw.org/about-aosw/diversity-inclusion-statement-and-goals/

Whitt-Glover, M. C. (2019). Diversifying the Healthcare Workforce can Mitigate Health Disparities. Journal of Best Practices in Health Professions Diversity, 12(1), iii-vi. https://www.jstor.org/26894222 

Wilbur, K., Snyder, C. R., Essary, A. C., Reddy, S., Will, K. K., & Saxon, M. (2020). Developing Workforce Diversity in the Health Professions: A Social Justice Perspective. Health Professions Education, 6(2), 222–229. https://doi.org/10.1016/j.hpe.2020.01.002

Zou Y. (2023). Improving Healthcare Workforce Diversity. Frontiers in health services, 3, 1082261. https://doi.org/10.3389/frhs.2023.1082261