Recruitment Experience Research Articles

Recruitment and Retention of Racially and Ethnically Minoritized Graduate Students in Educational Measurement Programs

ABSTRACT Building on the extant literature on recruitment and retention within the field of STEM and undergraduate education, we sought to explore the recruitment and retention experiences of racially and ethnically minoritized students enrolled in graduate level assessment, measurement, and/or evaluation programs in the United States. Using a mixed methods approach, surveys were completed by 98 students and eleven participated in follow up semi-structured interviews. Doctoral students reported that (1) recruitment practices of educational measurement programs tend to be minimal or nonexistent; (2) having strong and consistent mentorship from faculty within and (often) external to their academic programs is critical; (3) struggles with lack of funding (both the fear of prior to enrollment and reality of post enrollment) was a significant source of stress; and (4) many doctoral programs fail to offer the comprehensive curriculum students feel they need to be prepared for the job market. Recommendations for future practice are discussed.

Enhancing Equality, Reducing Discrimination, and Improving Decision Making: The Impact of Diversity Management in South African Organizations

Research objective: The research aimed to examine the impact of workplace inequality and discrimination on individual development and organizational performance within the hotel industry in South Africa. Methodology: The study utilized four data sources, namely interviews, archival data, discussions, and observations. Semi-structured interviews served as the primary means of gathering information for this research. Findings: The interviews revealed four major categories: "Recruitment and Work Experience," "Emotional Factors in Hotels," "Workplace Inequality," and "Workplace Discrimination." These findings highlight the significance of diversity management in addressing and eliminating inequality and discrimination, as well as enhancing worker performance and decision-making. As a result, it is essential for the government to promote and support increased investment in implicit bias (or unconscious bias) training for both White and Black individuals. Keywords: Diversity Management, Inclusion, Discrimination, Inequality

O.6.3-10 Investigating the impact of a school garden intervention on children’s school motivation, climate literacy, food literacy and physical activity: the FoodACT protocol

Abstract Background Globally, too many children are not sufficient physically active and have unhealthy food habits with the highest prevalence seen in families with low socio-economic-status (SES). Previous research has stated that schools are considered a key setting for promoting children physical activity (PA), food literacy (FL) and to improve their social health. School gardens is exactly such an intervention where teaching is relocated to an outdoor setting. Relocation of teaching, which is a central ingredient of school gardens, has shown to be positively related to increased PA in both boys and girls during the school day. School gardens aim towards practical experience and education in food and climate. PA is not I focus, but the school garden learning environment provides pupils opportunities to be active. Therefore, the FoodACT study aims to investigate how a school gardening intervention impact pupils school motivation, CL, FL and PA with a special attention on children with low SES. Methods The FoodACT study is designed in three sub-studies. An efficacy study, quantifying the effects of school gardens using a pre-post quasi-experimental design measuring the pupils’ FL, CL and SM. A within-subject-design association study, quantifying the influence of the school garden activities on pupils PA at two sessional periods during the intervention. An association study, investigating the contextual characteristics of the school garden activities using the systematic observations instrument, The Physical Activity Research and Assessment tool for Garden Observation (PARAGON), which can capture pupils’ movements and motions categorised in ‘overall PA-level’, ‘garden-related tasks’, ‘garden related motions’, ‘social associations’, and ‘interaction’. The observations is supplemented by pupil focus-group interviews about their experience of the school garden intervention. Results Study design, recruitment experience and pilot-study data on PA and garden activity observations will be presented. Funding The FoodACT study is funded by the Novo Nordisk Foundation (Grant no: 077522).

"Making Data the Drug": A Pragmatic Pilot Feasibility Randomized Crossover Trial of Data Visualization as an Intervention for Pediatric Chronic Pain.

Data tracking is a common feature of pain e-health applications, however, viewing visualizations of this data has not been investigated for its potential as an intervention itself. We conducted a pilot feasibility parallel randomized cross-over trial, 1:1 allocation ratio. Participants were youth age 12-18 years recruited from a tertiary-level pediatric chronic pain clinic in Western Canada. Participants completed two weeks of Ecological Momentary Assessment (EMA) data collection, one of which also included access to a data visualization platform to view their results. Order of weeks was randomized, participants were not masked to group assignment. Objectives were to establish feasibility related to recruitment, retention, and participant experience. Of 146 youth approached, 48 were eligible and consented to participation, two actively withdrew prior to the EMA. Most participants reported satisfaction with the process and provided feedback on additional variables of interest. Technical issues with the data collection platform impacted participant experience and data analysis, and only 48% viewed the visualizations. Four youth reported adverse events not related to visualizations. Data visualization offers a promising clinical tool, and patient experience feedback is critical to modifying the platform and addressing technical issues to prepare for deployment in a larger trial.

Strategies for Enhancing Governmental Public Health Workforce Well-being and Retention.

Strategies for Enhancing Governmental Public Health Workforce Well-being and Retention.

“Whenever big changes come, big talks don't” – An examination of the police experience of recruitment and promotion positive action processes

Policing in England Wales is currently experiencing a large uplift in police recruitment. This has been due to the Government's target to uplift officers by 20,000. As a result, police forces are implementing large scale, sustained recruitment drives. These are accompanied by positive action schemes to address deficits in officer representation. Current statistics now indicate that representation in forces is rising slowly, as these initiatives are employed. There is little literature that examines the impact of positive action on existing police officers' perceptions, despite the initiative's relative proliferation. Procedural Justice theoretical literature is utilised to situate this in the research context.This study represents 17 theoretically informed, long form, phenomenological interviews conducted with serving officers in a uniform, response policing environment. The interviews were semi-structured, open ended and participant led, allowing the officers to present and explore their own thoughts and feelings about positive action, developed through their lived experience in an active police role. These interviews were conducted in an operational environment, from an insider-outsider perspective with total privacy. Officers openly discussed how they felt about the implementation of such policies and procedures.The findings indicate that a taboo exists with regards to the discussion of positive action processes in the police workplace. A juxtaposition also exists between the existence of positive action initiatives and the theme of meritocracy amongst the police officers. Officers strongly refuted the need for positive action to remedy issues with representation, but similarly criticised the current representation levels within forces. Theoretically this indicates an informational gap between police implementation of positive action interventions, and the perceived need for them to exist at all amongst rank and file. Implications for the study's findings are explored and possible remedies discussed.

"I'd rather see action": Application and recruitment experiences of underrepresented in emergency medicine trainees.

The emergency medicine (EM) physician workforce is largely composed of white men. Despite recruitment efforts over the past decade, there has not been a significant increase of trainees with underrepresented racial and ethnic identities in EM (URM). Prior studies have focused on institutional strategies to improve diversity, equity, and inclusion (DEI) in EM residency recruitment but have been limited in describing URM trainees' perspectives. We sought to assess URM trainees' perspectives on DEI in the EM residency application and selection process. This study was conducted at an urban academic medical center in the United States from November 2021 to March 2022. Junior residents were invited to participate in individual semistructured interviews. We used a combined deductive-inductive approach to categorize responses in predetermined areas of interest then elicit dominant themes within each category through consensus discussions. Thematic saturation was reached after eight interviews, indicating adequate sample size. Ten residents participated in semistructured interviews. All identified as racial or ethnic minorities. Three dominant themes emerged relating to authenticity, representation, and being treated as a learner first. Participants assessed the authenticity of a program's DEI efforts by evaluating the time frame and scope of DEI efforts. Participants reported a desire for representation of other URM colleagues in a residency program and training environment. While participants wanted their lived experience as URM trainees acknowledged, they were wary of being viewed solely through the lens of future DEI leaders rather than as learners first. URM residents value multifaceted commitment to DEI efforts, representation, and being seen as learners first when assessing residency programs. Programs seeking to recruit URM residents should develop a department-wide, multipronged, comprehensive DEI plan and showcase how their program will contribute to an applicant's professional development.

Choosing Midwifery − The perceptions and experiences of Black, Asian and Minority Ethnic applicants to midwifery programmes: A mixed methods study

Aimto explore recruitment to UK midwifery programmes from the perspective of applicants from Black, Asian and Minority Ethnic (BAME) groups and describe the perceptions and experiences of the application process for these applicants and those from white backgrounds. BackgroundMidwifery in the Global North is an overwhelmingly white profession. This lack of diversity has been cited as a factor in the poorer outcomes experienced by women from non-white backgrounds. There is a need for midwifery programmes to recruit and support more ethnically and racially diverse cohorts if this situation is to be addressed. Very little is currently known about the recruitment experiences of midwifery applicants. DesignA mixed methods study comprising a survey and individual interview or focus group. The study was conducted between September 2020 and March 2021 in three universities in South East England. Participants comprised 440 applicants to midwifery programmes and 13 current or recently qualified BAME midwifery students. FindingsAlthough many survey findings in respect to choosing a midwifery programme were broadly similar between candidates from BAME and non-BAME backgrounds, some trends were noted. More BAME applicants cited school/college rather than family as encouraging. More BAME applicants also indicated that they would consider issues of diversity when selecting a place of study, and BAME respondents appeared less likely to consider location and university life. Survey and focus group findings combined may indicate deficits in social capital available to BAME midwifery applicants. Focus group findings in particular suggest multiple experiences of challenge and inequity at all stages of the application process, together with a perception that midwifery is a niche and white profession. Applicants value proactive support from universities and would appreciate increased diversity, opportunities for mentorship and an individualised approach to recruitment. ConclusionsBAME applicants to midwifery can face additional challenges which have an impact on their ability to secure a place. There is a need to reposition midwifery as an inclusive and welcoming option for people from all backgrounds and to develop equitable recruitment processes that value a range of skills and life experiences.

The Vaping and Patterns of e-Cigarette Use Research Study: Protocol for a Web-Based Cohort Study.

In total, 3.2% of American adults report using e-cigarettes every day or some days. The Vaping and Patterns of E-cigarette Use Research (VAPER) Study is a web-based longitudinal survey designed to observe patterns in device and liquid use that suggest the benefits and unintended consequences of potential e-cigarette regulations. The heterogeneity of the e-cigarette devices and liquids on the market, the customizability of the devices and liquids, and the lack of standardized reporting requirements result in unique measurement challenges. Furthermore, bots and survey takers who submit falsified responses are threats to data integrity that require mitigation strategies. This paper aims to describe the protocols for 3 waves of the VAPER Study and discuss recruitment and data processing experiences and lessons learned, including the benefits and limitations of bot- and fraudulent survey taker-related strategies. American adults (aged ≥21 years) who use e-cigarettes ≥5 days per week are recruited from up to 404 Craigslist catchment areas covering all 50 states. The questionnaire measures and skip logic are designed to accommodate marketplace heterogeneity and user customization (eg, different skip logic pathways for different device types and customizations). To reduce reliance on self-report data, we also require participants to submit a photo of their device. All data are collected using REDCap (Research Electronic Data Capture; Vanderbilt University). Incentives are US $10 Amazon gift codes delivered by mail to new participants and electronically to returning participants. Those lost to follow-up are replaced. Several strategies are applied to maximize the odds that participants who receive incentives are not bots and are likely to possess an e-cigarette (eg, required identity check and photo of a device). In total, 3 waves of data were collected between 2020 and 2021 (wave 1: n=1209; wave 2: n=1218; wave 3: n=1254). Retention from waves 1 to 2 was 51.94% (628/1209), and 37.55% (454/1209) of the wave 1 sample completed all 3 waves. These data were mostly generalizable to daily e-cigarette users in the United States, and poststratification weights were generated for future analyses. Our data offer a detailed examination of users' device features and specifications, liquid characteristics, and key behaviors, which can provide more insights into the benefits and unintended consequences of potential regulations. Relative to existing e-cigarette cohort studies, this study methodology has some advantages, including efficient recruitment of a lower-prevalence population and collection of detailed data relevant to tobacco regulatory science (eg, device wattage). The web-based nature of the study requires several bot- and fraudulent survey taker-related risk-mitigation strategies, which can be time-intensive. When these risks are addressed, web-based cohort studies can be successful. We will continue to explore methods for maximizing recruitment efficiency, data quality, and participant retention in subsequent waves. DERR1-10.2196/38732.

Factors contributing to nurse resignation during COVID-19: A qualitative descriptive study.

To explore and describe registered nurses' perceptions and experiences of work well-being extending from what inspired them to join the healthcare organization, what created a great day at work for them, through to what may have supported them to stay. Qualitative descriptive study. Thirty-nine Australian nurses who resigned in 2021 from two metropolitan healthcare organizations in Victoria were interviewed in 2022, each for 30-60min. The semi-structured interview transcripts were transcribed verbatim and analysed inductively and thematically. Four themes were constructed for each of the key research questions. Inspiration to join the organizations transpired through organizational reputation, recruitment experiences, right position and right time, fit and feel. A great day at work was created through relationships with colleagues, experiences with managers, adequate resourcing and delivering quality care. Factors contributing to nurses resigning included COVID-19, uncertainty of role, workload and rostering, and finally, not feeling supported, respected and valued. Factors that may have supported the nurses to stay included flexible work patterns and opportunities, improved workplace relationships, workload management and support, and supportive systems and environments. Cutting across these themes were five threads: (1) relationships, (2) communication, (3) a desire to learn and develop, (4) work-life balance and (5) providing quality patient care. Novel ways of working and supporting individuals, teams and organizations are needed to maintain and sustain nurses. The nurses' inspiration, what created a great day at work, and support needed to stay highlighted the importance of workplace initiatives to build nursing career pathways, provide equitable opportunities for professional development, workload and roster flexibility and implement professional relationship-enhancing actions to foster authentic civility. This study contributes an in-depth exploration of the perceptions and experiences of nurses who resigned from two healthcare organizations and provides a description of (1) what inspired these nurses to initially join the organization, (2) what they perceived created a great day at work for them, (3) the factors contributing to their resignation and (4) what may have supported them to stay. The reasons nurses resign from an organization were identified as complex and multi-factorial, with opportunities for promoting nursing career pathways, addressing equity in opportunities and implementing professional relationship-enhancing actions. These contributions add both context and opportunity to strengthen organizational initiatives to attract, sustain and retain nurses.

Grounded Practical Theory Analysis of Patient-Provider Communication with Black Women Participating in Breast Cancer Clinical Trials

Background:Previous literature suggests breast cancer clinical trial participation among Black women has declined in recent years by as much as 35%. Though the literature identifies barriers to participation for this population, little has been studied about how researchers can address these barriers. This study investigates the communication between healthcare providers and Black women to reveal how providers and researchers can positively influence their perceptions of breast cancer clinical trial participation.Methods:Fourteen women (n=14) who self-identified as Black, Black American, or African American, were interviewed about their communication experiences with healthcare providers regarding breast cancer clinical trial participation. Each transcribed interview was coded using thematic analysis. Grounded Practical Theory was introduced to give insight into the patient-provider communication needs of Black breast cancer research participants.Findings:The findings fell into four categories: (1) impressions of participants toward their providers, (2) reflections on the clinical trial recruitment experience, (3) communication relationships with medical and research providers, and (4) cultural aspects of patient-provider communication. One major finding was that an important way women learn about clinical trials is through conversations with their oncologists. However, only 29% of Black women interviewed were informed of their clinical trial by a healthcare provider, suggesting that Black women may not be receiving the information they need to participate in clinical trials.Conclusion:By understanding existing patient-provider communication typologies, we can improve these methods of communication to increase the interest and participation of Black women in breast cancer clinical trials.Implications:Clinical trials provide data to healthcare providers about treatment options for breast cancer. If minoritized populations are continually underrepresented in clinical trials, these treatments might not prove to be efficacious in Black women. Researchers must make the necessary investment of resources and effort to better understand the needs of Black women in clinical trial recruitment.

Využití psychodiagnostických metod v manažerské práci

The article focuses on the use of psycho-diagnostic methods in management and HR management. Various methods and their classification are described and analysed for their best uses. Authors of the article work with the premise that while psychology itself developed in a neutral clinical environment, eventually it spread to other areas, such as HR management, with a completely different overall approach towards the examined subject. Where clinical psychology focuses on diagnostics separated from real life, HR psychology examines employees and job candidates in specific situations. It is further influenced by the HR professional’s experience and own, subjective calibration. Most managers have no psychological background and tend to think in precise, measurable terms unattainable in psychology. Thus reliability, validity, objectivity, and standardization of results is of utmost importance to the applied psychological methods and the results these methods provide. There are various ways of classifying psychological diagnostic methods in management. These include factors such as individuality, administration, or time-scope. The authors, however, choose to look at these methods in terms of their use and purpose. Non testing methods are described first – observation, interview, anamnesis, and analysis of spontaneous products are introduced in detail. Following are personality and performance tests, analysis of their advantages and disadvantages and possible uses. The focus of the article lies in detailed analysis of selected psycho-diagnostic methods and their use in the recruitment process through the eyes of managers. The authors interviewed managers with experience in recruitment and selection of new employees and provided a brief overview of providers of each of the following analysed methods: Behavioural interview, Hogan Personality Index (HPI), Meyers-Briggs Type Indicator (MBTI), The Big Five Questionnaire (NEO), Belbin e-interplace, Achievement Motivation Inventory (LMI) and the Bochum Personality questionnaire (BIP). The outcome includes basic recommendations for the use of various psycho-diagnostic tools. The most important is the need for the identification of employee selection criteria. Appropriate psycho-diagnostic tools can be selected only once these criteria are well defined. The various tool providers often organise pilot runs to create diagnostic models that are tailored to specific job positions or clients. Such models are often reliable, and their providers should be able to provide data about empirical test results, standardization of the used methods and detailed user and evaluation manuals. Evaluation reports for each candidate are a standard feature of such solutions. Further recommendations are: psycho-diagnostic tools are not the only source of information about candidates, the number of candidates and the overall time-frame designated for the hiring process play an important role too, some methods are good only for screening while other methods require professional psychologists. Some methods are better for specific positions or can be used to sieve candidates in the first round of the hiring process. And finally, the various tools can be combined for better results which should always be evaluated not in their absolute values but in relation to the desired position and the required competencies.

Implementing pathways to anesthesiology: Promoting diversity, equity, inclusion, and success.

Implementing pathways to anesthesiology: Promoting diversity, equity, inclusion, and success.

A preliminary evaluation of a novel education model for young people with Type 1 diabetes: the Youth Empowerment Skills programme

Background: Adolescence is a challenging time for young people with Type 1 diabetes, associated with worsening glycaemia and disengagement with care. To improve support, we co-designed with young people a novel psychosocially modelled programme of diabetes education (the Youth Empowerment Skills [YES] programme). This study aimed to estimate the clinical impact and feasibility (recruitment, retention and participant experiences) of this programme. Methods: A pilot study using mixed-methods was conducted to assess process and outcomes, involving a pre- and post-exposure assessment of glycaemic control, programme participation data, service utilisation and qualitative semi-structured interviews (analysed using Framework Analysis). Participants were recruited from two hospital diabetes centres in Southeast London. The intervention was conducted in local community centres. Participants were young people with Type 1 diabetes aged 15–21 years. The YES programme involves contact with an outreach youth worker and attending a 3-day psychologically modelled course encompassing social learning, peer facilitation and simulation exercises. The primary outcome was change in HbA1c at 6 and 12-months post-intervention. Secondary outcomes included diabetes-related hospital admissions and incident diabetic ketoacidosis (DKA). Results: Twenty-six young people participated in the programme, mean age 18 (±1.7) years. Uptake was 34% (n = 26) of those approached, with 96% (n = 25) programme completion. Pre-exposure (12 month mean) HbA1c was 93.5 (±29.7) mmol/mol (10.7%), and at 12 months post-exposure, it was 85.1 (±25.4) mmol/mol (10%) (P = 0.01), with 46% (n = 12) of participants achieving a reduction in their HbA1c ≥5.5 mmol/mol (0.5%). Unplanned hospital admissions and DKA rates reduced by 38 and 30%, respectively. The qualitative data identified positive psychosocial impacts including increased diabetes engagement and activation. Active ingredients were social learning, peer support and experiential learning. Participants emphasised the importance of the youth worker in engaging with the programme. Conclusion: The evaluation indicates that the YES programme helps improve young people’s self-confidence in managing diabetes, enhances diabetes engagement and improves clinical outcomes.

Introduction to Special Issue

internationale critically examines where international students from Asia fit within broader initiatives of internationalization, Indigenization and decolonization, and equity, diversity, and inclusion in Canada’s colleges and universities. The goal is to contextualize some of the challenges they face, to understand how they fit within institutional priorities, and to examine knowledges, strategies, structures, and spaces from critical perspectives. The seven papers in this issue, as described in the next section, were selected for their examination and exposition of the connections and disconnections between actors in the domain of international education and for provoking questions about the lack of coherence among internationalization, Indigenization, and equity priorities within institutions. In this section, we offer a justification for the focus on students from Asia, namely India and China, and argue for situating their experiences of recruitment, exclusion, and marginalization within a decolonizing and equity, diversity, and inclusion framework.

The Impact of Virtual Interviews on the Resident Candidate: A Before-and-After Comparison.

A significant impact of the COVID-19 pandemic on family medicine residency recruitment has been a requested transition to virtual interviewing by the Association of American Medical Colleges and the academic family medicine community. This has led to creative and adaptive approaches to virtual interviewing with little previous knowledge, experience, or processes. This work describes the impact of transitioning to virtual recruitment on applicants' reported experiences and factors influencing decision-making with family medicine at a large research university. We made a comparison of 2 years of in-person interview day surveys with 2 years of virtual interview surveys following transition to virtual recruitment. We tested differences between in-person and virtual interviews for significance using χ2 tests. There were significant differences in factors influencing a candidate's decision to apply. Candidates who participated in virtual interviews were more interested in urban training settings, a community setting, and obstetrical training compared with the in-person interview cohort. Nearly 50% of virtual candidates reported preferring virtual interviews in the future. There were no significant differences in how candidates rated their experience of the interview process and they indicated adequate contact with resident personnel despite a transition to virtual interviews. The transition to virtual recruitment has been well received by candidates, as indicated by the high positive ratings of the cohorts. The transition has not resulted in a negative impact on the recruitment experience or the ability to meet with resident leadership.

Navigating the Recruitment Maze: Latinx Athletes’ Journey to College Athletics

ABSTRACT Despite Latinxs steadily rising in number among the U.S. population, these students have been systematically excluded from the study of intercollegiate athletics. Guided by Yosso’s (2005) Community Cultural Wealth model, this qualitative study explored the recruitment experiences of 12 National Collegiate Athletic Association (NCAA) Division I Latinx college athletes. Through one-on-one interviews, this study sought to examine the pathways for Latinx college athletes to NCAA Division I institutions. The study unveiled three themes: (1) coach empowerment, (2) familial support, and (3) athletic networking. The findings depicted that the chances to become recruited to an NCAA Division I institution are not equal for Latinx high school students. Rather, those who possessed certain capital were more likely to navigate the recruitment maze and secure themselves a spot on an NCAA roster. The article concludes with recommendations for academic and athletic stakeholders.

Diversity, Equity, and Inclusion in the United States Emergency Medical Services Workforce: A Scoping Review

Objective Emergency medical services (EMS) workforce demographics in the United States do not reflect the diversity of the population served. Despite some efforts by professional organizations to create a more representative workforce, little has changed in the last decade. This scoping review aims to summarize existing literature on the demographic composition, recruitment, retention, and workplace experience of underrepresented groups within EMS. Methods Peer-reviewed studies were obtained from a search of PubMed, CINAHL, Web of Science, ProQuest Thesis and Dissertations, and non-peer-reviewed (“gray”) literature from 1960 to present. s and included full-text articles were screened by two independent reviewers trained on inclusion/exclusion criteria. Studies were included if they pertained to the demographics, training, hiring, retention, promotion, compensation, or workplace experience of underrepresented groups in United States EMS by race, ethnicity, sexual orientation, or gender. Studies of non-EMS fire department activities were excluded. Disputes were resolved by two authors. A single reviewer screened the gray literature. Data extraction was performed using a standardized electronic form. Results were summarized qualitatively. Results We identified 87 relevant full-text articles from the peer-reviewed literature and 250 items of gray literature. Primary themes emerging from peer-reviewed literature included workplace experience (n = 48), demographics (n = 12), workforce entry and exit (n = 8), education and testing (n = 7), compensation and benefits (n = 5), and leadership, mentorship, and promotion (n = 4). Most articles focused on sex/gender comparisons (65/87, 75%), followed by race/ethnicity comparisons (42/87, 48%). Few articles examined sexual orientation (3/87, 3%). One study focused on telecommunicators and three included EMS physicians. Most studies (n = 60, 69%) were published in the last decade. In the gray literature, media articles (216/250, 86%) demonstrated significant industry discourse surrounding these primary themes. Conclusions Existing EMS workforce research demonstrates continued underrepresentation of women and nonwhite personnel. Additionally, these studies raise concerns for pervasive negative workplace experiences including sexual harassment and factors that negatively affect recruitment and retention, including bias in candidate testing, a gender pay gap, and unequal promotion opportunities. Additional research is needed to elucidate recruitment and retention program efficacy, the demographic composition of EMS leadership, and the prevalence of racial harassment and discrimination in this workforce.

188 “I’d Rather See Action": Application and Recruitment Experiences of Underrepresented in Emergency Medicine Trainees

The emergency physician workforce is largely comprised of white males. Despite recruitment efforts over the last decade, there has not been a significant increase of trainees underrepresented in emergency medicine (URiEM). Prior studies have focused on institutional strategies to improve diversity, equity and inclusion (DEI), yet studies have been limited in describing the perspective of URiEM trainees. We sought to assess URiEM perspectives on DEI in the residency application process, the recent surge in academic EM residencies’ efforts related to DEI, and suggestions on future directions.

Exploring Equality in the Workplace from the Perspective of Recruitment and Fairness Perception-Taking SMEs as an Example

Abstract This research mainly discusses the development of workplace equality by exploring the experience of SME recruitment and selection, in-depth understanding of both SME interviewers and job seekers, and the perception of fairness and respect in the process of recruitment activities. Based on the experience of job-seekers' experience of the selection mechanism, the results of the company's selection mechanism and jobseekers' experience are analyzed, and the best practice is selected through literature discussion and comparison with practice. This research is based on semi-structured interview method, interviews are conducted according to the research topic and the researcher itself is used as a research tool, and the analysis is followed by discussion, so as to understand the recruitment and selection mechanism of SMEs and the best model for the development of equal rights in the workplace. The problems found in this study will also discuss their specific possible solutions, and provide enterprises with a reference for the design and application of the recruitment and selection process. Keywords: Recruitment, Fairness Perception, Workplace Equality.