ESTRO 2023 - Abstract Book

S195

Saturday 13 May

ESTRO 2023

for speed dating according to a preselection by the mentee. After the speed dating, all mentees were asked to provide a top 3 list, after which couples were formalized by yESTRO. The commitment that was agreed upon was a minimum of 4 meetings of 1 hour within a 1-year period, and participation in the evaluation. The evaluation took place after speed dating, at mid-term and at the end of the pilot program. Results Of the 14 mentees, one mentee did not attend the speed dating and was excluded from the program. Of the remaining 13 mentees, 9 were assigned the mentor of their first choice and 4 of their second. One mentee never contacted its mentor, so finally 12 couples participated. One couple discontinued the collaboration within the first months after the speed dating due to personal circumstances, after which the mentee was coupled to the mentees’ second choice mentor. The first evaluation consisted of normative feedback regarding logistics, response times and the speed dating session. The mid-term and last evaluation consisted of feedback regarding the entire program and its perceived effect on the mentees’ career. Eleven out of 12 mentees and 10 out of 11 mentors filled in the final evaluation form. The overall results of the program were very positive (Figure 1), with the mentees and mentors scoring the program with an average score of 8.9 and 9.0, respectively, on a scale from 0 to 10. All participants would recommend the program to others, and almost all expected the program to have a positive effect on the career of the mentee. Moreover, both mentees and mentors commented the program to be rewarding, instrumental to personal and professional growth and wellbeing.

Conclusion The ESTRO pilot mentoring program was perceived as very successful and rewarding for both mentees and mentors. Therefore, from 2023 onwards, the program will be organized annually by yESTRO and EDC. OC-0258 Impact of discrimination on training and career of radiation oncologists in France S. Aziez 1 , C. Evin 1 , D. AZRIA 2 , E. Montpetit 3 , Y. Gannam 4 , A. Ruffier 5 , V. Vendrely 6 , A. Laprie 7 , F. Huguet 1 1 Hôpital Tenon, Radiation Oncology, Paris, France; 2 Institut du Cancer de Montpellier, Radiation Oncology, Montpellier, France; 3 Hôpital Privé Océane , Radiation Oncology, Vannes, France; 4 Institut de Cancérologie de l'Ouest, Radiation Oncology, Angers, France; 5 Clinique Victor Hugo, Radiation Oncology, Le Mans, France; 6 Centre Hospitalier Universitaire Bordeaux, Radiation Oncology, Bordeaux, France; 7 Institut Universitaire du Cancer de Toulouse, Radiation Oncology, Toulouse, France Purpose or Objective In France, radiation oncology remains predominantly male, as women represented 44% of radiation oncologists. Many studies have highlighted gender disparities in medicine. Disparities in salaries, publications, and representation in key positions have been reported. Some studies have looked also at the impact of discrimination related to ethnic origin or sexual orientation. However, this kind of study has not been conducted in France yet. The main objective of our study was to assess the current situation, study the factors that may influence disparities, and to propose solutions for improvement. Materials and Methods An anonymous online questionnaire, inspired by the one used in 2021by the ESMO W4O group, was disseminated to all the residents and radiation oncologists in France between March and June 2022. It included questions related to professional experience, gender, socio-ethnicity, sexual orientation, personal life, as well as a section dedicated to academic research. Results Among the 999 radiation oncology practitioners and 168 residents in France, 225 questionnaires were collected (19.2%). Among the responders, 135 (60%) were women and 90 were men (40%). The mean age was 39.2 years, 25% were residents and 75% were practitioners. Among the practitioners, 42% were practicing in a cancer center, 25% in a teaching university hospital, and 23% in a private institution. The career satisfaction rate was 92%, with no gender difference. Gender had a negative impact on the career in 65% of the women, social origin had a negative impact in 37% of the responders, and ethnic origin in 25%. People who had been discriminated on the basis of their ethnic origin had a lower rate of job satisfaction (8.7% versus 91%, p<0.001). Moreover, 20% of respondents have been racially discriminated by a patient. Sixty- two percent of women reported having experienced inappropriate behavior or sexual harassment in the workplace, and 4%