Duke Clinical Research Institute, Durham, North Carolina.
Division of Cardiology, Department of Medicine, Duke University Medical Center, Durham, North Carolina.
JAMA Netw Open. 2021 Jan 4;4(1):e2030832. doi: 10.1001/jamanetworkopen.2020.30832.
The proportion of women and underrepresented racial and ethnic groups (UREGs) matriculating into general cardiology fellowships remains low.
To assess a systematic recruitment initiative aimed at ensuring adequate matriculation of women and UREGs in a general cardiology fellowship.
DESIGN, SETTING, AND PARTICIPANTS: This quality improvement study took place at a large, tertiary academic medical center and associated Accreditation Council for Graduate Medical Education Cardiovascular Disease fellowship. Participants included cardiology fellowship and divisional leadership and general cardiology fellow applicants to the Duke Cardiovascular Disease Fellowship Program from 2017 to 2019. Data analysis was performed from December 2019 to May 2020.
Multipronged initiative that created an environment committed to ensuring equity of opportunity. This included the creation of a fellowship diversity and inclusivity task force that drafted recommendations, which included reorganization of the fellowship recruitment committee, and changes to the applicant screening process, the interview day, applicant ranking process, and postmatch interventions.
The percentage of matriculating and overall women and UREGs before and after the interventions were recorded.
The fellowship received a mean (SD) of 462 (55) applications annually before the interventions (2006-2016) and 611 (27) applications annually after the interventions (2017-2019). Between the 10-year period before the interventions and the 3-year period during the interventions, there was a significant increase in the annual mean (SD) percentage of women (22.4% [2.9%] vs 26.4% [0.07%]; P < .001) and UREG applicants (10.5% [1.1%] vs 12.5% [1.9%]; P = .01) to the program. Among applicants interviewed, the percentage of women increased from 20.0% to 33.5% (P = .01) and that of and UREGs increased from 14.0% to 20.0% (P = .01). Before the interventions, a mean (SD) of 23.2% (16.2%) women and 9.7% (7.8%) UREGs matriculated as first-year fellows, whereas after the interventions, a mean (SD) of 54.2% (7.2%) women and 33.3% (19.0%) UREGs matriculated as first-year fellows. The proportion of the entire fellowship who were women increased from a 5-year mean (SD) of 27.0% (8.8%) to 54.2% (7.2%) after 3 years of interventions, and that of UREGs increased from 5.6% (4.6%) to 33.3% (19.0%). Overall, the proportion of applicants in the entire population who were either women or from UREGs increased from 27.8% to 66.7%.
After implementing interventions to promote equity of opportunity in the cardiovascular disease fellowship, the percentage of women and UREGs significantly increased in the fellowship over a 3-year time period. These interventions may be applicable to other cardiovascular disease fellowships seeking to diversify training programs.
进入普通心脏病学奖学金的女性和代表性不足的种族和族裔群体（UREG）的比例仍然很低。
评估一项系统的招募计划，旨在确保女性和 UREG 在普通心脏病学奖学金中充分入学。
设计、地点和参与者：这项质量改进研究在一家大型的、三级学术医疗中心和相关的研究生医学教育认证委员会心血管疾病奖学金进行。参与者包括心脏病学奖学金和部门领导以及 2017 年至 2019 年期间申请杜克心血管疾病奖学金计划的普通心脏病学研究员申请人。数据分析于 2019 年 12 月至 2020 年 5 月进行。
采取了多管齐下的举措，营造了一个致力于确保机会公平的环境。这包括成立一个研究员多样性和包容性工作队，起草建议，包括改组研究员招募委员会，以及改变申请人筛选过程、面试日、申请人排名过程和后匹配干预措施。
记录干预前后入学和总体女性和 UREG 的百分比。
该奖学金在干预前（2006-2016 年）每年平均收到 462（55）份申请，在干预后（2017-2019 年）每年收到 611（27）份申请。在干预前的 10 年期间和干预期间的 3 年期间，该计划的女性（22.4%[2.9%]与 26.4%[0.07%]；P<0.001）和 UREG 申请人（10.5%[1.1%]与 12.5%[1.9%]；P=0.01）的年度平均百分比显著增加。在接受面试的申请人中，女性的比例从 20.0%增加到 33.5%（P=0.01），UREG 的比例从 14.0%增加到 20.0%（P=0.01）。在干预之前，23.2%（16.2%）的女性和 9.7%（7.8%）的 UREG 作为第一年研究员入学，而在干预之后，54.2%（7.2%）的女性和 33.3%（19.0%）的 UREG 作为第一年研究员入学。女性在整个研究员中的比例从干预前的 5 年平均（SD）27.0%（8.8%）增加到 3 年后的 54.2%（7.2%），UREG 的比例从 5.6%（4.6%）增加到 33.3%（19.0%）。总体而言，整个申请人群体中女性或 UREG 申请人的比例从 27.8%增加到 66.7%。
在实施促进心血管疾病奖学金机会均等的干预措施后，在 3 年时间内，该奖学金中女性和 UREG 的比例显著增加。这些干预措施可能适用于其他寻求多样化培训项目的心血管疾病奖学金。
