2016年，欧洲医学肿瘤学女性肿瘤学家协会（ESMO W4O）进行的一项调查显示，女性肿瘤学家在领导职位上严重缺乏代表性。为解决性别平等方面的障碍，ESMO推出了一系列行动计划。2021年10月的一项后续调查调查了所取得的进展。W4O 2021年调查问卷在2016年的基础上进行了扩展，增加了有关种族、性取向和宗教对职业发展的影响的附加问题，并根据受访者性别和年龄进行了分析。调查样本比2016年大（n=1473对482），尤其是在男性中。与2016年相比，担任管理或领导角色的受访者显著减少（31.8%对51.7%）。2021年，女性领导的缺乏和无意识偏见被认为比2016年更为重要。2021年，比2016年更多的人报告在工作场所受到骚扰（50.3%对41.0%）。在2021年，种族、性取向和宗教被认为对职业发展机会、薪资制定或相关潜在薪资差距几乎没有影响。然而，性别对职业发展有重大或主要影响（25.5%的受访者），尤其是在40岁以下的受访者和女性中。与2016年一样，促进工作与生活平衡、发展和领导培训以及灵活工作是提高工作场所平等的最高排名倡议。2021年有更多的受访者（主要是女性）支持在工作中需要文化和性别平等教育。性别仍然是肿瘤学职业发展的主要障碍，虽然自2016年以来可能已经减少了一些障碍，但我们离消除性别差距还有很长的路要走。增加在工作场所中关于歧视和不当行为的报告是一个重大而优先的问题。W4O 2021年调查结果提供了新证据，并突出了未来ESMO干预支持肿瘤学职业发展中的平等和多样性的领域。版权所有©2023年欧洲医学肿瘤学会（ESMO）。由Elsevier Ltd.出版。保留所有权利。

Following a European Society for Medical Oncology Women for Oncology (ESMO W4O) survey in 2016 showing severe under-representation of female oncologists in leadership roles, ESMO launched a series of initiatives to address obstacles to gender equity. A follow-up survey in October 2021 investigated progress achieved.The W4O questionnaire 2021 expanded on the 2016 survey, with additional questions on the impact of ethnicity, sexual orientation and religion on career development. Results were analysed according to respondent gender and age.The survey sample was larger than in 2016 (n = 1473 versus 482), especially among men. Significantly fewer respondents had managerial or leadership roles than in 2016 (31.8% versus 51.7%). Lack of leadership development for women and unconscious bias were considered more important in 2021 than in 2016. In 2021, more people reported harassment in the workplace than in 2016 (50.3% versus 41.0%). In 2021, ethnicity, sexual orientation and religion were considered to have little or no impact on professional career opportunities, salary setting or related potential pay gap. However, gender had a significant or major impact on career development (25.5% of respondents), especially in respondents ≤40 years of age and women. As in 2016, highest ranked initiatives to foster workplace equity were promotion of work-life balance, development and leadership training and flexible working. Significantly more 2021 respondents (mainly women) supported the need for culture and gender equity education at work than in 2016.Gender remains a major barrier to career progression in oncology and, although some obstacles may have been reduced since 2016, we are a long way from closing the gender gap. Increased reporting of discrimination and inappropriate behaviour in the workplace is a major, priority concern. The W4O 2021 survey findings provide new evidence and highlight the areas for future ESMO interventions to support equity and diversity in oncology career development.Copyright © 2023 European Society for Medical Oncology (ESMO). Published by Elsevier Ltd.. All rights reserved.