Introduction
Diversity and inclusion are integral components of modern society. They help companies achieve the most significant productivity and efficiency by attracting people from different backgrounds to work. In particular, there is an urgent need to attract the concepts of diversity and inclusion in the clinical research workforce staff. This is due to the need to meet the needs and requirements of communities it intends or minorities. Thus, the main objective of this study is to analyze the concept of diversity and inclusion and the factors that influence their implementation in the clinical research workforce.
Methods
To achieve the most satisfactory results, it is necessary to clearly define the methods that will be used within the framework of research. Thus, this work will be based on data that will be obtained using semi-structured interviews. They will be conducted among us informants in the clinical research enterprise. Among them are CROs executives, educators, and advocates. These participants were selected based on the fact that they have a sufficiently deep and clear understanding of the problems in medical institutions, especially regarding diversity and inclusion. In addition, this scientific paper will also identify participants by using purposeful sampling. The qualitative methods will be used to analyze data and conduct interviews until the work reaches saturation.
Results
First of all, it is necessary to gain an understanding of what the practice of introducing diversity and inclusion into the clinical workplace is. The research defines this phenomenon as “existing demographic, social and cultural differences on a societal level” (Mateescu 23). During the research work, survey participants were asked questions about how they understand diversity and inclusion. Hence, in addition to the general definition of this phenomenon as attracting people of different races, ethnicities, cultures, and worldviews to work, other characteristics were noted. In addition, it was emphasized that these aspects are reflected in the ability to trust someone people whom they feel racial, social, and language commonalities with. Particular emphasis in the responses was placed on respect and trust, which can contribute to creating balance in the research workforce.
Despite the fact that in the last few decades, the problem under study has become increasingly widespread, in practice, the results remain unsatisfactory. Thus, sources note that women and racial minorities represent a small part of the workforce (Henry et al. 1722). The Tufts center for the study of drug development conducted a study of the level of diversity and inclusion at work sites and came to the conclusion that they are directly related to the diversity of patients. Moreover, it was determined that departments such as ophthalmology, nephrology, vaccines, endocrinology, and rheumatology have the most staff with various backgrounds (Tufts Center for the Study of Drug Development 1). This shows a positive trend, but the topic under study requires more attention.
Among the responses, it was also noted that the examination of diversity, inclusion, and involvment of minorities in work has a small representation in the clinical research workforce. Moreover, in addition to the lack of research, not many also express a desire to investigate this area. This is a weak side since the analyzed concepts can assist in improving companies’ morale and help with trust in the research process.
Therefore, several topics related to diversity and inclusion in the clinical research workforce were deduced after conducting interviews with the study participants. Henceforth, the first them was the advantages of these concepts, which they represent for medical institutions, employees, and patients. Thus, the main advantage lies in the expanded cultural, ethnic, and geographical diversity of employees’ experiences (National Research Council 3). With the help of such a background, they can contribute to bringing various valuable knowledge about building strategies or finding quick and practical solutions to many problems.
In addition, diversity and inclusion are becoming a driver for innovation in the clinical and medical fields. Research of scientific literature showed that “diversity enhances innovation in biomedical sciences and, as it relates to novel findings and treatment of diverse populations, in the field of infectious diseases” (Swartz 33). Thus, progress is made by attracting a variety of specialists to research and scientific work, each of whom can bring something new to the development of medicines or treatment plans.
Moreover, among the positive qualities of attracting the concepts under study is having a more diverse workforce put companies within reach of the patient population who might not otherwise be open to the trials. In addition, more people will see representatives of their community, thereby increasing the level of trust and loyalty of patients to the medical organization. Roszak and Ferreri state that “patient demand for services, actual or perceived, is paramount” (1). Attracting various kinds of people to work in a clinical institution can improve the quality of people’s services. This is supported by the fact that each employee can bring their own experience to the work process, which can be of great benefit and effectiveness whose other initiatives.
In addition to the cultural and ethnic component, diversity and inclusion can bring familiarity and awareness to the workplace. This feature can develop with an increase in the number of patients who will be driven by feelings of empathy and respect for the employees of the healthcare organization. It is also worth noting that during the interview, the participants noted that bringing a more diverse group leads to better outcomes in terms of efficiency and safety of the drugs and devices we put on the market.
The next theme that was formed during the research is an obstacle, barriers, and difficulties of implementing diversity in the clinical research workforce. The most significant limiting factor for a clinical institution is the insufficiently high level of education of the staff and the lack of support program development for employees. Low indicators of staff education can lead not only to medical errors but also to the spread of such negative aspects as stereotypes and prejudices against other employees.
Another barrier to creating a diverse and inclusive society is the lack of financial resources. This is due to the fact that in the absence of financial support, organizations will not have the resources to find and hire the most qualified for a particular position. Moreover, for many companies, data collection is at the first stage, which can also interfere with the process of finding employees. At the same time, other essential factors in this process are lack of leadership buy-in from the top, awareness of the reality about underrepresented minorities and the unconscious bias, and absence of commitment to the matter and of the differences that exist. All of these conditions constitute a problem of lack of diversity and inclusion, which also imply the introduction of minorities to work.
To increase diversity and inclusion in the workplace, various recruitment methods can be proposed to foster a culture of diversity and inclusion in the clinical research workforce. This determines the need for all medical institutions to implement programs to focus attention on employees. Thus, medical organizations need to develop training and awareness. Furthermore, to improve the situation in hospitals, diversity and inclusion can be prioritized, and setting a specific organizational goal is key based on the area they are located and the therapy they are testing for a specific disease. Spreading awareness is essential to determine the further course of work.
Another alternative to attract diversity and inclusion is to find a partner with a community site that is also mission-based and mission-driven. This attitude will help lead to the most positive results of work and provide an opportunity to gain different opinions and points of view on a particular situation. Moreover, partners and organizations that have a clear understanding of what their mission is will focus more on attracting diversity to the workforce. Furthermore, interviews emphasize that formal policies need to be included in the work process. Moreover, they should express the desire to have a diverse workforce. In other words, spread awareness and apply measures to achieve this goal.
Evaluation of Policies and Measures
The next hurdle in conducting the survey was issues related to the evaluation of policies and measures for implementing diversity inclusion in the clinical research workforce. Thus, it was noted that each organization uses ways to disseminate these concepts, depending on the characteristics and goals that it wants to achieve. Therefore, one of the most common answers about what can be applied to include diversity and inclusion in the workplace was the application of a downstream approach based on the impact on trial participation and how to reach out to the community in need. This method will help to take into account the needs and opinions of minorities regarding representation in work. Moreover, the advantage of this approach is that it solves an existing problem and can become a quick and effective alternative to other measures.
One of the proposed methods of measuring and evaluating implemented measures is the impact research and organizations have on recruitment. Furthermore, an analysis of the workplace is carried out, and the number of minorities who were attracted is investigated. Moreover, examination of the distribution of the workforce around the current employees is of particular importance. Verification is also based on specialized metrics and criteria that are formed based on the main goals of the company. In more detail, there is a measurement of overall employee numbers and what is the percentage of minorities, and what is their role in various levels of research.
In addition to the mentioned policies, there are other equally effective approaches to ensuring diversity and inclusion. Thus, respondents mentioned the provision of such measures for recruitment and retention, which will imply equity in salaries and resources provided to employees. Moreover, it is necessary to conduct a systematic and continuous systematic review, which will show trends within the company and the team. In these circumstances, transparency will be a great advantage, as it will show society and stakeholders how much diversity, inclusion and minorities are valued in the field of clinical research.
It is worth noting the importance of paying attention to recruitment policies that are important for the topic under study. Companies and managers should be able to identify the most suitable for work among a large number of specialists. Moreover, the survey showed the need to take into account the affiliation of a potential employee to an underrepresented minority group in clinical research. Depending on the demography and location of the organization, representatives of, for example, the Latino or African American population may be involved in the work. Regarding the criteria for selecting personnel, it is worth paying attention to such indicators as medical, nursing, public health, and social work financial and management backgrounds.
Despite a large number of requirements for future employees, it is essential to make the most simplified list of characteristics that they should have. This is due to the fact that this measure will help to bring more willing individuals into the workforce. It is important to suspend the increase of turnover rates among clinical trial investigators, as this has several negative consequences, such as inefficiency, instability, and increased costs. (Fordyce et al. 2). The evaluation of such policies has shown that recruitment efforts can be particularly effective if they comply with retention and promotion strategies. This criterion implies setting a solid system of support and mentoring that is critical for cultivating the careers of these underrepresented groups.
Discussion
Therefore, conducting a survey with executives, educators and advocates confirmed the need to introduce diversity, inclusion, and minorities into clinical research. One of the main advantages that were mentioned in all the respondents’ answers was the introduction of new knowledge and ideas due to the different experiences of employees. Moreover, this measure can contribute to the introduction of innovation and creativity into the workplace, thereby positively affecting the performance of the organization and staff. Moreover, strengthening diversity and inclusion within research contributes to increasing patient loyalty and engagement. A unique role is played by the commitment factor, that is, the vision of the fact of the presence of representatives of different races, ethnicities, and worldviews that are close to patients.
Further, a disadvantage was highlighted that might appear with a lack of diversity and inclusion. Hence, this can result in a deterioration of patient-clinician communication and significantly reduce the number of treatment opportunities. This manifests itself in a lack of innovations and ideas that can help make changes in the process of clinical research. Thus, as a consequence, the problem of low rates of participation in minority populations arises. Because of this circumstance, researchers are deprived of the opportunity to gain information and personal experience from underrepresented representatives of the population.
Another negative aspect that arises due to insufficient inclusion of diversity and inclusion is the deprivation of the possibility of a detailed and correct study of some components of research. Among them may be the efficacy, safety, and effectiveness of clinical treatments. In addition, this may affect insufficient data on the devices used and necessary lifestyle interventions. The main consequence is a decrease in the quality of clinical services provided and a deterioration in the health indicators of the population.
One of the measures that can be applied within the framework of clinical research is to pay attention to the procedures for finding and hiring employees. Mitchell et al. emphasize in their research that the recruitment and retention crisis is caused of which there is a lack of diverse specialized staff (2). Thus, it is necessary to take into account diversity and inclusion as one of the main criteria. It should be noted at the same time that they should not overlap such critical aspects as professionalism and high qualifications.
The concept of creating the most diverse research workforce has many advantages. Thus, it becomes the driver of collaboration, innovation, creativity, and productivity. In other words, the experience that people bring to the scientific process helps to form new ideas based on their background and knowledge. Moreover, among the positive contributions, one can also highlight the establishment of relationships not only within the team but also the strengthening of relationships with patients. This is due to the creation of an appropriate environment in which individuals, especially members of a minority, will feel comfortable.
In addition, it is essential to note the need to reduce barriers and focus on staff training. Therefore, the source emphasized that it is essential to “conduct site self-assessments to identify clinical-, patient-, provider-, and system-level barriers that contribute to low rates of clinical trial screening and enrollment” (Guerra et al. 127). Moreover, Sonstein and Jones underline that “the majority of the current workforce has been trained “on the job” (1148). Thus, the problem is that specialists come to work without the necessary knowledge, which shows a small amount of undergraduate education knowledge among employees. In the event of such a situation, clinical research should ensure that the necessary knowledge is provided or that people with the necessary characteristics are hired.
Conclusion
In conclusion, this qualitative research considered the value and importance of diversity, inclusion, and minorities in the field of clinical research. Stakeholders’ interviews were conducted as the primary method of obtaining information, which provided data on the attitude to the problem under study and the advantages and barriers of diversity and inclusion. As a result of the analysis of the results obtained, it was concluded that the discussed concepts have a positive effect on clinical research and help to bring creativity and innovation. Moreover, it helps to build public loyalty and engagement and bring significant advancement to clinical development.
At the same time, despite this fact, currently, not every sphere can be considered as diverse. The main problems are the insufficiently high level of education of specialists and a small number of programs that would help fill this gap. Thus, it is necessary to create educational strategies that will contribute to the emergence of a large number of diverse specialists with unique backgrounds. To achieve success and achieve the most successful results, clinical research should pay attention to mission-driven partners and stakeholders. A high level of motivation and desire will help speed up the process of spreading diversity and inclusion. In addition, it will help to get rid of such a disadvantage as the inability to acquire knowledge about the researched topic. In order to achieve the set goals, the right hiring of employees plays a leading role, in accordance with pre-prepared criteria, among which there should be an aspect that takes into account diversity and inclusion. This scientific paper makes a contribution and focuses on the need for further research on this topic to spread awareness.
Works Cited
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