- Develop a pipeline for female leadership. The development of mentoring programs would bring young talented women into the light. A mentoring program is different from coaching and supporting, and can embrace the diverse expectations that female radiologists and trainees have, which might serve as a culture change for men as well.
- Ensure that conferences and events organized within hospitals, universities, and by radiological societies include a gender-balanced conference faculty, by implementing specific guidelines. The opportunity of presenting at conferences or at events in general is a moment where each radiologist and researcher—regardless of gender—may demonstrate their own specific skills and abilities, and may serve as model for young people. Conference faculties are commonly approached after outstanding presentations by young people, and women involved as faculties in conferences may serve as role models for young women.
- Create an office dedicated to address inclusion and diversity issues. Inclusion and diversity issues should not be approached just as hot topics to be discussed or a matter of numbers, but need to become a real goal of institutions and radiological societies. An inclusion and diversity office should be dedicated to fostering an inclusive community that draws on the widest possible pool of talent to unify excellence, making it as diverse and inclusive as possible. This office should be highly dedicated in identifying the contributions that outstanding trainees, radiologists, and researchers provide to the hospital and international community, and should promote them, ensuring that women and less represented communities are adequately brought into the light and given equal opportunities.
Conflicts of Interest
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