L.A. Dossett is assistant professor, Department of Surgery, University of Michigan, Ann Arbor, Michigan. M.W. Mulholland is chair and professor, Department of Surgery, University of Michigan, Ann Arbor, Michigan. E.A. Newman is assistant professor and associate chair for faculty development, Department of Surgery, University of Michigan, Ann Arbor, Michigan.
Acad Med. 2019 Aug;94(8):1142-1145. doi: 10.1097/ACM.0000000000002647.
In academic surgery, women and physicians from ethnic minority groups remain inadequately represented relative to their representation in the U.S. population and among medical students and surgical trainees. Although several initiatives have been aimed at developing the academic surgery pipeline or addressing issues related to faculty retention and promotion, little is known about how recruitment practices impact diversity in academic medicine. Moreover, national standards and ideal practices specific for effective recruitment in surgery have not been established.
A working group at the Department of Surgery at the University of Michigan implemented an inclusive search and selection process for all open faculty positions within the department in academic year 2017-2018. The strategy included mandatory training, a standing recruitment committee with diverse membership, broad promotion of positions, implementing a modified "Rooney rule," panel interviews of candidates, standardized interview protocols, a standardized evaluation tool and scoring system, and written evaluations/ranking of candidates.
Implementation of this recruitment strategy resulted in several immediate measurable benefits including increased diversity of the applicant pools and of new faculty hires. In addition to these positive effects, the department noted several knowledge gaps and faced challenges to implementing all elements of the strategy.
The authors share their framework, highlighting opportunities and challenges that are broadly generalizable and relevant for building high-performing teams in academic medicine. Work to set measurable metrics and address challenges for inclusive recruitment in surgery is ongoing. Such evaluation and refinement are important for sustainability and increasing effectiveness.
在学术外科领域，与美国人口中以及医学生和外科受训者中的女性和少数族裔医生的比例相比，女性和少数族裔医生在学术外科领域的代表性仍然不足。尽管已经采取了几项举措来发展学术外科领域的人才储备，或者解决与教职员工保留和晋升相关的问题，但对于招聘实践如何影响学术医学领域的多样性，我们知之甚少。此外，还没有制定出针对外科领域招聘的具体国家标准和理想做法。
密歇根大学外科系的一个工作组在 2017-2018 学年为该系所有开放的教职职位实施了一个包容的搜索和选择流程。该策略包括强制性培训、拥有多样化成员的常设招聘委员会、广泛的职位宣传、实施修改后的“罗尼规则”、候选人小组面试、标准化面试协议、标准化评估工具和评分系统，以及对候选人的书面评估/排名。
实施这一招聘策略带来了几个立竿见影的可衡量的好处，包括增加了申请人和新教职员工的多样性。除了这些积极影响，该系还注意到了一些知识差距，并在实施该策略的所有要素方面面临挑战。
作者分享了他们的框架，强调了机会和挑战，这些机会和挑战具有广泛的普遍性，对于建立学术医学领域的高绩效团队具有重要意义。在手术中进行包容性招聘的设定可衡量指标和解决挑战的工作正在进行中。这种评估和改进对于可持续性和提高效率非常重要。
