Abstract
Transgender and gender nonbinary (TGNB) individuals experience challenges while applying for and completing residency, although limited research exists. An academic panel reviewed best practices for residency programs who interview and match TGNB residents. Program leadership should identify and utilize the affirming name and pronouns for all applicants, not ask gender identity during an interview unless self-disclosed, and ensure that health insurance covers transition care. Programs should proactively educate all residents, faculty, and staff on knowledge gaps regarding transgender health regardless of the presence of TGNB residents. Future studies are necessary regarding experiences of TGNB residents to investigate their specific needs.
Highlights
Transgender and gender nonbinary (TGNB) individuals are people with a gender identity that differs from sex assigned at birth (SAAB).[1,2]
Several key themes emerged during the panel discussion including: affirming practices during residency recruitment; ways of proactively supporting TGNB residents who match into a program including addressing their personal needs and relationships with patients/ staff; and providing sensitivity training and didactic education to all residents and staff in a program regardless of the presence of a TGNB resident (Table 2)
TGNB resident panelists reported that they had been asked about their gender identity during interviews, which should be prohibited unless applicants voluntarily disclose
Summary
Transgender and gender nonbinary (TGNB) individuals are people with a gender identity that differs from sex assigned at birth (SAAB).[1,2] See Table 1 for a glossary. During the residency application process, program faculty, residents, and staff should identify and consistently utilize the affirming name and pronoun of all applicants regardless of gender identity. A TGNB panelist stated that it is an important dialogue to have with patients and providers when developing a plan Such discussions are enabled by an open, affirming program culture and leadership regarding gender identity. One resident reported that they were more likely to rank a program higher if they could identify faculty members who provide care for TGNB patients. This signals an affirming atmosphere, and the opportunity to learn to care for TGNB patients. Resident panelists both matched into rural programs and did not feel it was necessary that the program be urban or have an LGBT track to affirm TGNB applicants
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