Removing Implicit Bias From Cardiothoracic Surgery Resident Recruitment: Changing the Paradigm

Abstract

IntroductionThe cardiothoracic (CT) surgery workforce continues to suffer from underrepresentation of women and minority physicians. The presence of implicit bias in the recruitment process may impair efforts to enhance the diversity of our training programs. Using a systematic approach, we aimed to investigate and optimize our candidate selection processes to minimize implicit bias. MethodsInternal review of a single center's CT fellowship program selection process was conducted. Areas of potential bias were evaluated. Specifically, we investigated how interview questions were selected, how candidates were assessed during interviews, and how they were compared after interviews. Proactive measures were implemented to remove identified sources of bias. ResultsSeveral areas of potential bias were identified, including variability in types of questions asked and disparities in how candidates were scored. We noted the presence of potentially gendered language, cultural bias, and stereotyping within traits being scored. With the goals of intentionally promoting diversity and inclusion, we selected five traits as likely predictors of success which served as the framework from which standardized interview questions were created. The interview scoresheet was modified to include all attributes felt to be important, while eliminating irrelevant confounders and language that could carry potential advantage to specific groups. ConclusionsBy implementing strategies to identify and remove sources of implicit bias in the interview and recruitment process, our training program improved its process for the recruitment of a diverse cadre of matriculants. We must aim not only to diversify the composition of our trainee classes, but also to ensure equitable support, mentorship, and sponsorship throughout training and career advancement.