Evidence-Based Inclusive Graduate Medical Education Recruitment Strategies.

Abstract

Health disparities in minoritized populations—African American/Black, Latinx, Indigenous, LGBTQ+, and individuals with disabilities—are well documented. Accrediting organizations and professional societies have recommended diversifying the physician workforce as one way to address these health disparities. Yet responding to these calls, using evidence-based approaches, can be nerve-racking and resource-challenging. Efforts are further complicated by the reality that each training program and community has its own unique diversity profile that must be strategically integrated into plans for increased workforce diversity through recruitment of trainees from underrepresented in medicine (UiM) and LGBTQ+ identity groups, as well as individuals with disabilities.Diversifying the workforce must include the recognition that barriers to advancement remain present throughout residency and fellowship training, and a focus on mentoring and retention must be woven into each residency program's fabric.1 Thus, increasing diversity requires an intentional focus on each step in the recruitment process. Begin by interacting with potential pathways into training and establishing a strong internet and social media presence. These activities can demonstrate inclusion and highlight UiM faculty who are exemplars in their fields, mentoring programs, and investments in trainees' success through targeted resources.1,2Application review and interview practices must shift to focus on targeted variables for holistic review and acknowledgment of unconscious biases. Holistic review processes are an effective way for programs to increase the number of diverse candidates screened, interviewed, and highly ranked.2 Some features commonly used in conducting holistic reviews and their location in a candidate's application are highlighted in the Table. Interviewer implicit bias training has been demonstrated to increase UiM applicants' comfort with interview processes.2,3 Structured interviews can minimize bias by ensuring that all candidates are asked the same questions.1 Ultimately, program leadership must intentionally align ranking criteria with the chosen inclusion variables when creating rank lists.To recruit a diverse group of residents and fellows: