B - 40 Mending the Trainee-to-Workforce Pipeline: Recruitment and Retention Strategies on Black Trainee Enrollment and Matriculation within Neuropsychology Programs.

Abstract

This study intended to understand how Black trainees view the use and effectiveness of recruitment and retention strategies used by clinical psychology programs with a emphasis in neuropsychology. This pilot study included participants (N = 14) who were current trainees or early career neuropsychologists who identified as Black/African American. A computer-based survey was used to collect demographic, student, and early career neuropsychologist data wherein participants completed a 7-point Likert scale to rate the effectiveness of their program's use of 10 recruitment strategies and nine retention strategies. The strategies are based on research conducted by Rogers and Molina (2006) regarding recruitment and retention of students of color in clinical psychology graduate programs. Participants were contacted through APA listservs, particularly Division 40 and Division 45, within the American Academy of Clinical Neuropsychology, and the Society for Black Neuropsychology. Results were descriptive due to a lack of power and were often variable. Over half indicated that their programs do not use recruitment materials geared toward minoritized applicants, and their programs did not use marketing materials designed to attract Black trainees. Regarding the effect that the presence of minoritized faculty mentors and their support of research in diversity-related issues have on retention, 28.6% of respondents reported that they are extremely effective retention strategies. As the U.S. continues to grow increasingly diverse, neuropsychology must be ready to meet this shift. The overwhelming majority of active neuropsychologists identify as Caucasian (Sweet et al., 2021). There is a responsibility to actively work toward the mending of the trainee-to-workforce pipeline.