Equity, diversity and inclusion (EDI) have become foundational principles across healthcare and academic institutions, with EDI ideology increasingly becoming embedded within strategic priorities and accreditation standards.1, 2, 3, 4, 5, 6, 7 EDI-based initiatives aim to address historical systemic biases and racism in medicine while promoting representation and inclusive environments.8 Landmark examples include the 1954 Supreme Court case of Brown vs. Board of Education that declared segregated schools unconstitutional and Title IX of the Higher Education Act (1972) that prohibited gender-based discrimination in educational institutions, expanding opportunities for racialized minorities and women.9,10 Similarly, the Canadian Human Rights Act (1977) prohibited discrimination in educational programs.11 Despite these advances, the impact of EDI initiatives to drive meaningful change is still evolving. Amid’s today’s climate, with growing political backlash and efforts to dismantle and defund EDI programs, it is more important than ever to advocate for the value of equity, diversity, and inclusion in medical education and healthcare.12

To effectively advance EDI, individuals must understand key concepts, recognize the mechanisms that perpetuate inequities and those that foster inclusive learning and workplace environments (Table 1).13,14 An intersectionality framework can be used to describe the causes of inequities and disparities within our educational and healthcare environments. Intersectionality refers to the complex interactions between an individual’s multiple social identities (eg, gender, race, sexual orientation, ability, religion) and their subsequent experiences of privilege and marginalization within societal systems of power and oppression. This concept was initially developed as a feminist critical theory by Kimberly Crenshaw to describe the compounding impacts of both sexism and racism experienced by Black women.15 Within medicine, learners and faculty who are minoritized according to multiple social identities experience disproportionate rates of discrimination and harassment, barriers to career advancement and mentorship, and high rates of attrition.16 Similarly, patients with intersecting social identities often encounter challenges accessing healthcare and report worse experiences with healthcare providers that can lead to inferior clinical outcomes.17,18

To drive meaningful and sustainable change, EDI initiatives must consider intersectionality and be supported by leadership, dedicated resources and accountability structures. Proactive and intention-driven initiatives accompanied by tangible and clearly defined metrics of assessment are essential for success. This paper will provide an overview of EDI within medical education, with a focus on radiation oncology (RO), and outlines strategies to advance equity, diversity, and inclusion across the specialty.