Department of Obstetrics and Gynecology, Beth Israel Deaconess Medical Center, Boston, Massachusetts; Department of Obstetrics, Gynecology and Reproductive Biology, Harvard Medical School, Boston, Massachusetts.
Department of Medicine, Beth Israel Deaconess Medical Center, Boston, Massachusetts; Harvard Medical School, Boston, Massachusetts.
J Surg Educ. 2021 Sep-Oct;78(5):1476-1482. doi: 10.1016/j.jsurg.2021.02.007. Epub 2021 Mar 13.
To characterize strategies among OB-GYN residency programs to recruit underrepresented minorities in medicine, the relative effectiveness of these approaches, and the associated barriers to recruitment.
We conducted a survey to solicit strategies from OB-GYN PDs at 253 United States (U.S.) accredited programs for recruiting underrepresented minorities in medicine (URiM) applicants. We also sought their relative effectiveness and barriers to recruitment.
A national survey of U.S. accredited residency programs in OB-GYN in 2017-2018.
A total of 56 (22% response rate) PDs responded. Programs reported either "some" or "significant emphasis" on URiM recruitment (77%), with only 32% employing specific recruitment strategies. Fifteen (83%) reported using race and/or ethnicity data in the U.S.'s centralized electronic residency application service, 10 (56%) recruiting applicants from URiM association events, 9 (50%) meeting with potential URiMs prior to official interviews, and 5 (28%) offering a second visit. Efforts perceived to be most effective were second visits (39%), identifying race/ethnicity in electronic residency application service (33%), URiM recruitment events (28%), and individual phone calls (22%). Barriers included the lack of applicant pool (32%), lack of department diversity (29%) and lack of institutional diversity (30%).
This systematic collation of URiM recruitment practices and perceptions of their effectiveness represents a toolbox of options for residency programs to consider in diversifying their workforce.
描述妇产科住院医师培训计划中招募医学领域代表性不足少数族裔的策略，这些方法的相对有效性，以及与招聘相关的障碍。
我们对 253 个美国（美国）认可的妇产科住院医师培训计划的妇产科住院医师主任进行了一项调查，以征求他们在招募医学代表性不足少数族裔（URiM）申请人方面的策略。我们还寻求他们的相对有效性和招聘障碍。
2017-2018 年在美国认可的妇产科住院医师培训计划中进行的全国性调查。
共有 56 名（22%的回复率）主任做出了回应。报告称在 URiM 招聘方面“有”或“有重大重点”（77%），只有 32%采用了具体的招聘策略。15 名（83%）报告在美国集中电子住院医师申请服务中使用种族和/或族裔数据，10 名（56%）从 URiM 协会活动中招募申请人，9 名（50%）在正式面试前与潜在 URiMs 会面，5 名（28%）提供第二次访问。被认为最有效的努力是第二次访问（39%），在电子住院医师申请服务中识别种族/族裔（33%），URiM 招聘活动（28%）和个人电话（22%）。障碍包括申请人人数不足（32%），部门多样性不足（29%）和机构多样性不足（30%）。
这种对 URiM 招聘实践的系统整理以及对其有效性的看法，代表了住院医师培训计划在使其劳动力多样化方面可以考虑的一整套选择。
