Wusu Maria Harsha, Tepperberg Suki, Weinberg Janice M, Saper Robert B
Boston University School of Medicine, Department of Family Medicine, Boston, MA.
Fam Med. 2019 Jan;51(1):31-36. doi: 10.22454/FamMed.2019.955445.
Increasing the number of underrepresented minority (URM) physicians improves access and quality of care. URMs are more likely to practice primary care and work in underserved communities. The racial and ethnic diversity of family physicians lags behind the general population. To create a more diverse residency, the Boston Medical Center Family Medicine Residency Program (BMCFMRP) developed, implemented, and evaluated a strategic plan for diversity recruitment.
In academic year (AY) 2014-2015, we set goals to increase the number of URM applicants and the percentage of matched URMs. From 2014-2017, we implemented an intervention focused on: (1) increasing outreach to URM candidates, (2) revising interviews to minimize bias, and (3) analyzing recruitment data.
From 2014-2017, the total number of URM applicants increased by 80% (61 to 110). Evaluating recruitment trends from 2010-2017, there was a statistically significant increase (P<0.001) in the percentage of URM applicants from 13.3% (29 of 218 total applicants) to 19.9% (110 of 402). There was also a significant increase (P=0.029) in the percentage of matched URMs. Before the intervention, the percentage ranged from 0% to 20% (2011: 0% [n=0/6], 2014: 0% [n=0/10], 2013: 20% [n=2/10]). During the intervention, the percentage ranged from 25% to 50% (2017: 25% [n=3/12], 2016: 50% [n=6/12]).
The implementation of a strategic plan for diversity recruitment increased the number of URM applicants and the percentage of URMs matching into the BMCFMRP. Additional research is needed to determine if these strategies produce similar results in residency programs at other institutions and in other medical specialties.
增加未被充分代表的少数族裔（URM）医生的数量可改善医疗服务的可及性与质量。URM更有可能从事初级保健工作并在服务欠缺的社区工作。家庭医生的种族和族裔多样性落后于总人口。为创建一个更加多样化的住院医师项目，波士顿医疗中心家庭医学住院医师项目（BMCFMRP）制定、实施并评估了一项多元化招聘战略计划。
在2014 - 2015学年，我们设定目标以增加URM申请者的数量以及匹配成功的URM的比例。从2014年至2017年，我们实施了一项干预措施，重点关注：（1）加强对URM候选人的宣传推广，（2）修改面试方式以尽量减少偏见，以及（3）分析招聘数据。
从2014年至2017年，URM申请者的总数增加了80%（从61人增至110人）。评估2010年至2017年的招聘趋势，URM申请者的比例从13.3%（218名总申请者中的29人）增至19.9%（402名中的110人），具有统计学显著增长（P<0.001）。匹配成功的URM的比例也有显著增长（P = 0.029）。在干预措施实施前，该比例在0%至20%之间（2011年：0% [n = 0/6]，2014年：0% [n = 0/10]，2013年：20% [n = 2/10]）。在干预措施实施期间，该比例在25%至50%之间（2017年：25% [n = 3/12]，2016年：50% [n = 6/12]）。
多元化招聘战略计划的实施增加了URM申请者的数量以及匹配进入BMCFMRP的URM的比例。需要进一步研究以确定这些策略在其他机构的住院医师项目以及其他医学专业中是否能产生类似的结果。
