组织文化在将员工的个人价值观与组织价值观相一致以优先考虑多样性、公平和包容性（DEI）目标方面发挥了重要作用。然而，如何创建包容性的组织文化以实现这些价值观的协调仍然不清晰。欧洲放射治疗和肿瘤学会（ESTRO）推出了一项关于DEI的质性研究，名为XXX，这突显了欧洲放射肿瘤学（RO）专业人员包容性和工作参与度低的情况。本研究的目的是通过创建一个更包容的组织文化来提高RO部门内的DEI水平。 通过在ESTRO平台上发布公告，从四个欧洲国家招募了RO专业人员进行定性研究。填写在线调查问卷并符合包容性较低的相关标准的被调查者被邀请进行在线半结构化访谈。采访记录通过以下概念与“DEI”、“工作参与度”、“组织文化”和“专业价值观”相关的归纳方法进行主题分析。 共有来自英国、意大利、波兰和瑞士的二十六位符合条件的被调查者接受了访谈。主题分析发现，在RO专业人员的个人价值观与主导的组织价值观冲突时，工作参与度受到限制，从而影响DEI。发现了以下三种个人价值观与组织价值观之间的冲突：1）自我发展与效率，2）团结与竞争，和3）以人为本与以任务为本的文化。 应该提高对组织价值观如何与专业人员的价值观发生冲突以提高工作场所的包容性和参与度的意识。此外，应该集中精力解决现有的权力失衡，以便有效地审议组织价值观与个人价值观之间的冲突。版权所有 © 2023 Elsevier Inc. 发表。

Organizational culture plays a major role in prioritizing Diversity, Equity, and Inclusion (DEI) objectives by aligning individual values of employees with organizational values. However, effective strategies to create an inclusive organizational culture, in which these values are aligned, remain unclear. The European Society for Radiotherapy and Oncology (ESTRO) launched a qualitative study, XXX on DEI that highlighted low levels of inclusion and work engagement among radiation oncology (RO) professionals in Europe. The aim of the current study was to gain an understanding of how DEI could be improved within RO departments by creating a more inclusive organizational culture.A qualitative research study was conducted by enrolling RO professionals from four selected European countries through an open call at the ESTRO platform. Respondents who filled in an online survey and met the inclusion criteria, such as experiencing low DEI levels at work, were invited for an online semi-structured interview. Interview transcripts were analyzed thematically with an abductive approach via concepts in relation to "DEI", "work engagement", "organizational culture" and "professional values".Twenty-six eligible respondents from Great Britain, Italy, Poland, and Switzerland were interviewed. The thematic analysis identified cases in which limited engagement at work emerged when the personal values of RO professionals conflicted with dominant organizational values, hampering DEI. Three conflicts were found between the following personal vs. organizational values: 1) self-development vs. efficiency, 2) togetherness vs. competition, and 3) people-oriented vs. task-oriented cultures.Awareness should be raised on how organizational values can conflict with professionals' values to improve inclusion and engagement in the workplace. Additionally, efforts should be focused on tackling existing power imbalances that hamper effective deliberation on the organizational vs. personal-value conflicts.Copyright © 2023. Published by Elsevier Inc.