ESTRO meets Asia 2024 - Abstract Book

S13

Invited Speaker

ESTRO meets Asia 2024

medical tasks expected of radiation oncologists create a sense of professional invalidation. Finally, alexithymia among medical physicists has been identified as a trait which will increase the likelihood of developing burnout and less professional satisfaction. Despite these differences, many commonalities among professions are also apparent. Whilst higher levels of empathy are thought to improve professional quality of life, the emotional toll we carry when caring for patients during a particularly vulnerable time in their lives will lead to increased risk of burnout. The complex and intense relationships we form with our patients simultaneously provide job satisfaction as well as job stress. To mitigate burnout, we must first remove the stigma associated with it. Employers and managers must also address organisational culture to prioritise a positive work environment. Strategies to manage burnout may be reactive, such as temporary reduced workload and time off; however, a more proactive approach is needed to protect our staff and patients. These may include the provision of professional development opportunities and mentorship. Additionally, the provision of training related to stress management and resilience is also critical to protect our workforce.

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Priorities of our generation: Work life balance and impact of staff retention

Caroline A Wright

Medical Imaging and Radiation Sciences, Monash University, Melbourne, Australia

Abstract

Introduction: Work–life balance (WLB) is achieved when there is alignment of one’s work, family commitments, other personal responsibilities and activities. Achieving this balance proves challenging for many in radiation therapy and oncology (RTO), with an over-emphasis on work resulting in reduced quality of life. Personal well-being and retention within organisations and the profession can be impacted by disruptions in WLB. Supporting personal well-being has been shown to reduce stress, increase personal and job satisfaction, quality and quantity of work and patient outcomes. So, how do we as busy practitioners achieve a WLB and sustain this without burning out, and how do our employers assist us in achieving a WLB? 1. Reviewing current priorities relating to WLB 2. Identifying factors that impact WLB 3. Analysing generational expectations of WLB 4. Discussing the pressures of promotion and organisational support for development 5. Outlining the impact of economic stability on WLB 6. Evaluating the impact of disruptors such as COVID-19, artificial intelligence (AI), and technological advancements 7. Identifying strategies to improve WLB and retention within the RTO professions Discussion: Factors which impact on WLB include work patterns, hours and workload (affected by staffing levels and increased service demand). In RTO emotional demands and mental health challenges relating to the daily pressures of work and high stakes patient care impact on WLB, causing burnout and workforce attrition (which is higher in RT than other professions). Economic instability as a result of perceived inequitable remuneration in health care The aim of this presentation is to explore current issues associated with WLB and its impact on staff retention through: