Abstract
Dismantling Structural Discrimination in Cardiology Fellowship Recruitment
Highlights
The wake-up call for this endeavor is supported by research showing that 31% of cardiology fellowship program directors did not believe that health care diversity was important, 63% believed that their program did not lack diversity, and only 6% considered diversity a top 3 priority when ranking applicants.[3]
While Rymer et al[2] discuss fostering a relationship with the Duke School of Medicine and their internal medicine residency program to promote the passage of more women and physicians from underrepresented racial and ethnic groups (UREGs) along the path to cardiology, no information regarding the pipeline structure or how recruits were identified and retained is provided
Considering that 47% of Duke fellows from UREGs during the 3-year timeline were either Duke medical school graduates or internal medicine residents, caution must be exercised about internal pipelines reinforcing implicit biases about external candidates
Summary
The wake-up call for this endeavor is supported by research showing that 31% of cardiology fellowship program directors did not believe that health care diversity was important, 63% believed that their program did not lack diversity, and only 6% considered diversity a top 3 priority when ranking applicants.[3]. While Rymer et al[2] discuss fostering a relationship with the Duke School of Medicine and their internal medicine residency program to promote the passage of more women and physicians from UREGs along the path to cardiology, no information regarding the pipeline structure or how recruits were identified and retained is provided.
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