3:09 PM Abstract No. 209 Diversity in interventional radiology: motivations and deterrents to interventional radiology among female and underrepresented minority medical students

Abstract

Interventional radiology (IR) has low representation of female and underrepresented minorities (URM). The purpose of this study is to determine the level of interest among female and URM medical students (MS) in IR and to assess the motivations and deterrents from choosing IR as a career. The study was reviewed by the IRB and deemed exempt. A 19-item survey link was sent to matriculates of 5 medical schools that varied by region, public/private, class size, and NIH research ranking. Participants were incentivized with an opportunity to receive 1 of 10 $50 Amazon gift cards. Data were collected using REDCap from October 2018 to January 2019. Analyses were conducted using generalized linear mixed modeling nesting by medical school assuming a binomial distribution with SAS GLIMMIX. Female MS 16% (56/346) were less likely to consider IR as compared to male MS 27% (69/258). American Indian or Alaskan Native 43% (3/7), Hispanic, Latin, or Spanish origin 27% (16/59), Asian American 27% (36/133), black or African American 21% (5/24), white 18% (70/385) MS were interested in IR. Female MS compared to male MS indicated female mentorship as a strong motivator for both those interested in IR (3.5 vs. 1.8, P <0.01) and those not interested in IR (3.4 vs. 1.8, P <0.01). MS not interested in IR indicated that lack of ethnic diversity was a greater deterrent compared to those interested in IR (1.9 vs. 1.4, P = 0.04). Lack of gender diversity was not a great deterrent for IR interested and not interested groups, 2 vs. 1.4 respectively (P = 0.09). However, only 18% (9/50) female MS interested in IR reported adequate gender specific IR mentorship and even less of URM MS interested in IR 4% (1/19) reported adequate ethnicity/race specific mentorship at their schools. Fewer female MS seriously considered IR and indicated female mentorship was a significant motivator in choosing IR. There is a lack of adequate female gender and URM ethnicity/race specific mentorship. Lack of ethnic diversity in training was a significant deterrent for MS not interested in IR. IR specialty needs to increase female and URM IR/mentors which may help to recruit female and URM MS.