Stanford University School of Medicine, Department of Emergency Medicine, Palo Alto, California.
Harvard Medical School, Department of Emergency Medicine, Boston, Massachusetts.
West J Emerg Med. 2022 May 10;23(3):345-352. doi: 10.5811/westjem.2022.3.54419.
Advancement of diversity, equity, and inclusion (DEI) in emergency medicine can only occur with intentional recruitment of residency applicants underrepresented in medicine (UIM). Shared experiences from undergraduate and graduate medical education highlight considerations and practices that can contribute to improved diversity in the resident pool, such as holistic review and mitigating bias in the recruitment process. This review, written by members of the Council of Residency Directors in Emergency Medicine (CORD) Best Practices Subcommittee, offers best practice recommendations for the recruitment of UIM applicants. Recommendations address pre-interview readiness, interview approach, and post-interview strategies that residency leadership may use to implement holistic review and mitigate bias for recruitment of a diverse class.
在急诊医学领域推进多样性、公平性和包容性（DEI），只能通过有目的地招募在医学领域代表性不足的住院医师申请人（UIM）来实现。本科和研究生医学教育的共同经验强调了一些考虑因素和实践方法，这些因素和实践方法有助于改善住院医师群体的多样性，例如整体评估和减轻招聘过程中的偏见。该综述由急诊医学住院医师主任理事会（CORD）最佳实践小组委员会的成员撰写，为 UIM 申请人的招聘提供了最佳实践建议。这些建议涉及面试前准备、面试方法以及面试后策略，住院医师领导层可以使用这些策略来实施全面评估并减轻多元化班级招聘中的偏见。
