Additional Strategies for Underrepresented Minority Recruitment

Abstract

We congratulate Garrick et al1Garrick J.F. Perez B. Anaebere T.C. et al.The diversity snowball effect: the quest to increase diversity in emergency medicine: a case study of Highlands Emergency Medicine Residency Program.Ann Emerg Med. 2019; 73: 639-647Abstract Full Text Full Text PDF PubMed Scopus (34) Google Scholar on their study detailing the Highland Emergency Medicine Residency Program’s efforts to increase their number of underrepresented minority residents. We at the Cook County Health Emergency Medicine Residency Program would like to present strategies that increased our recruitment of underrepresented residents. In 2012, Cook County Health Emergency Medicine resident physicians recognized there was a lack of diversity within the incoming intern class. Although our patient population was 53.3% black, 28.7% Hispanic, 3.4% Native American, and 0.2% Pacific Islander,2Cook County Health. IMPACT 2020: CCHHS strategic plan. July 29, 2019.https://www.cookcountyhhs.org/wp-content/uploads/2016/01/CCHHS-Strategic-Plan-2017-2019-Impact-2020-approved-07-29-16.pdfGoogle Scholar none of our incoming residents were from an underrepresented group. Initial efforts to improve diversity began with the formation of a recruitment committee for underrepresented minorities, composed of interested residents and a faculty mentor. The committee’s initial strategy focused on using postinterview callbacks to minority applicants from a resident committee member 2 weeks after their interview. These calls allow applicants a chance to ask additional questions and create a more casual point of contact throughout the recruitment season. Applicants receive a follow-up telephone call in the month preceding rank list submission. These callbacks provide a more cost-effective opportunity to familiarize candidates with the program compared with the traditional “second-look” dates that may require candidates to travel and incur increased costs. Unlike Highland, we do not have a separate diversity week but instead hold monthly socials for rotating fourth-year minority medical students. The socials are held during the peak recruitment months between June and November. The events are small, attended by approximately 3 to 5 underrepresented minority residents, and held at local casual-dining restaurants. We also actively attempt to have a minimum of one member of the underrepresented minority committee attend each interview social. Our most recent strategy aims to alleviate the financial burden that underrepresented minority candidates may face while rotating at outside institutions. A study by Toretsky et al3Toretsky C. Mutha S. Coffman J. Breaking barriers for underrepresented minorities. Health Force Centers at UCSF. July 30, 2019.https://healthforce.ucsf.edu/publications/breaking-barriers-underrepresented-minorities-health-professionsGoogle Scholar demonstrated that monetary constraints present a significant barrier for minority applicants. In response, we created a scholarship program for candidates from underrepresented groups that was designed to offset the costs of a visiting clerkship in our department. Applicants apply for the award by submitting an essay in addition to their Visiting Student Application Service profile. Members of the diversity committee and the clerkship director subsequently select one recipient per month. In line with the Council of Emergency Medicine Residency Directors’ Academic Assembly Diversity Workgroup, we sent faculty and resident representatives to the regional Student National Medical Association last year. Cook County Health Emergency Medicine will continue to maintain a presence at regional conferences, with plans to ensure representation at the national conference. Since the inception of our diversity committee, the number of underrepresented graduates in our program has increased from 0% in the 2017 graduating class to approximately 47% in 2019. We hope that our efforts outlined earlier add to previously published strategies for improving diversity in residency programs. The Diversity Snowball Effect: The Quest to Increase Diversity in Emergency Medicine: A Case Study of Highland's Emergency Medicine Residency ProgramAnnals of Emergency MedicineVol. 73Issue 6PreviewBlacks, Hispanics/Latinos, American Indians, Pacific Islanders, Alaska Natives, and Native Hawaiians make up 33% of the US population. These same groups are underrepresented in medicine. In 2013, the physician workforce was 4.1% black, 4.4% Hispanic/Latino, 0.4% American Indian or Alaska Native, 11.7% Asian, and 48.9% white. Only 9.9% of emergency physicians identify as underrepresented minority (4.5% black, 4.8% Hispanic/Latino, and 0.6% American Indian/Alaska Native). Efforts to increase the number of underrepresented minority physicians are important because previous studies show improved outcomes when the patient and physician share the same racial/ethnic background. Full-Text PDF