NCCN Policy Summit Centers Diversity in Cancer Care
At the National Comprehensive Cancer Network’s (NCCN) recent policy summit, leaders from across oncology came together to confront a clear challenge with real consequences: how diversity, equity, and inclusion (DEI) in the workforce shape cancer care. The conversation was urgent and practical. Speakers focused on how a more representative workforce can improve outcomes, increase trust, and make sure advances in treatment reach patients across communities.
How Diversity Affects Care at the Bedside and Beyond
Throughout the day, presenters returned to a simple throughline: who is in the room changes what care looks like. Speakers described how diverse teams—supported by inclusive workplaces—can strengthen decision-making, spark innovation, and close long-standing gaps in access and outcomes. Dr. Tiffany Wallace of the National Cancer Institute emphasized that different perspectives aren’t a luxury; they’re necessary to understand and address disparities in cancer care. The message was clear: better representation in oncology helps drive better options and better care for every patient.
Why DEI Matters
Crystal S. Denlinger, CEO of NCCN, reiterated the organization’s core commitment to equity: every person facing cancer should have access to evidence-based recommendations and the highest quality care, no matter their background or circumstances. DEI, she underscored, isn’t separate from clinical excellence—it’s part of it.
That urgency was echoed by Terrance Mayes of Stanford University. He noted that as the healthcare landscape shifts, institutions have to embed equity into their missions, not treat it as an add-on. Policy events like the NCCN summit, he said, create space for stakeholders to rethink policies, test new approaches, and commit to practical steps that make inclusion real.
Strategies to Build and Sustain a Diverse Workforce
Experts stressed that inclusive leadership sets the tone. When leaders prioritize DEI in strategy and planning—not just in statements—cultures change. Several speakers pointed to the growing expectation that institutions incorporate DEI into long-term goals, including those tied to Cancer Center Support Grants. Aligning vision, resources, and accountability helps DEI move from aspiration to day-to-day practice.
Cultivating Future Talent
Panelists highlighted a straightforward way to widen the pipeline: work closely with communities. They discussed partnerships that connect academia and industry with local schools and organizations, especially through internships and apprenticeships designed for underrepresented groups. Lauren Wall of the University of Chicago shared how the university collaborates with local educational institutions to open doors, build skills, and prepare a workforce that reflects the communities it serves.
Speakers also returned to clinical research, where representation has direct implications for safety and effectiveness. They noted that clinical trials need to enroll participants from diverse backgrounds so that findings translate broadly. Recent guidance from the Food and Drug Administration has encouraged sponsors to plan for greater diversity in trials, prompting many to look at how studies are designed and how participants are engaged.
Confronting Systemic Barriers in Oncology
Panelists acknowledged that even well-intended efforts can stall if structural barriers go unaddressed. Heather Alarcon of the Association of American Medical Colleges discussed legal complexities that can make organizations cautious. Her message: don’t let uncertainty become a reason to step back from equity work. Instead, understand the landscape and keep moving forward in ways that are both compliant and effective.
Legal Considerations and Sustainable Change
Christopher Li of the Fred Hutchinson Cancer Center described a comprehensive approach to tackling institutional DEI barriers. He emphasized the need for systemic changes that touch the full talent lifecycle—from how institutions recruit and hire to how they develop and elevate leaders.
Several panelists reflected on hiring practices that aim for the “most qualified” candidate yet inadvertently narrow the field. When job requirements and evaluation metrics are rooted in historical norms, strong candidates can be overlooked. To build durable, lawful initiatives, speakers urged updating language and criteria so they reflect present-day goals and comply with current standards.
Another consistent theme: when clinical trials don’t reflect the diversity of people who will use a treatment, the real-world effectiveness can suffer. To change that, organizations are placing greater emphasis on outreach and engagement with marginalized populations—meeting people where they are and making participation more accessible.
What’s Next for NCCN
With the annual NCCN Patient Advocacy Summit approaching, the organization’s trajectory is steady: keep patients at the center and keep equity in view. The next phase builds on the summit’s framework—sustaining momentum, refining strategies, and continuing to connect policy, practice, and patient experience.
Ultimately, as NCCN integrates DEI into its core mission, it mirrors a broader shift across oncology. Equitable care isn’t a side project. It’s a shared responsibility—among clinicians, researchers, administrators, and advocates—to ensure that every patient is seen, supported, and treated with the best that evidence-based medicine can offer.
Frequently Asked Questions
What was the main focus of the NCCN Policy Summit?
The summit centered on how diversity, equity, and inclusion in the oncology workforce can improve cancer care. Speakers explored practical steps—across leadership, hiring, education, and clinical research—to make care more equitable and effective for all patients.
Why does workforce diversity matter for cancer outcomes?
Diverse teams bring different experiences and perspectives to diagnosis, treatment planning, and patient communication. That range helps reduce disparities, strengthens trust, and leads to care that better serves patients across communities.
How is NCCN promoting equity in cancer care?
NCCN advances equity by keeping evidence-based recommendations within reach for every patient and by elevating DEI as part of clinical quality. Through policy discussions and shared guidance, the organization encourages practices that support fair access and consistent standards of care.
What strategies were discussed to enhance workforce diversity?
Speakers emphasized inclusive leadership, integrating DEI into strategic planning, and building partnerships with local schools and organizations. They also highlighted internships and apprenticeships for underrepresented groups and called for clinical trials that better reflect the populations treatments are meant to serve.
What challenges do DEI efforts in oncology face?
Common hurdles include legal complexities, legacy hiring practices that unintentionally narrow candidate pools, and underrepresentation in clinical trials. Panelists urged institutions to refine language, update processes, and deepen outreach so DEI efforts are lawful, sustainable, and effective.
