Alexander Andreia B, Funches Levi, Katta-Charles Sheryl, Williamson Francesca A, Wright Curtis, Kara Areeba, Slaven James E, Nabhan Zeina
Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, IN, USA.
Department of Pediatrics, Indiana University School of Medicine, Indianapolis, IN, USA.
J Med Educ Curric Dev. 2024 Jun 11;11:23821205241260243. doi: 10.1177/23821205241260243. eCollection 2024 Jan-Dec.
A diverse physician workforce ensures equitable care. The holistic review of residency applications is one strategy to enhance physician diversity; however, little is known about current adoption and the factors that facilitate/impede the adoption of holistic recruitment practices (HRPs) by graduate medical education (GME) residency, and fellowship program directors (PDs). To describe the current state and explore, the barriers/facilitators to the adoption of HRPs at our institution.
We disseminated information about HRP within our program between 2021 and 2022. In May 2022, a survey of 73 GME PDs assessed current recruitment practices and self-reported barriers to holistic recruitment. Holistic Recruitment Scores (HRSs) reflecting the adoption of best practices were tabulated for each program and compared to identify predictors of adoption.
73/80 (92%) of PDs completed the survey. Programs whose PDs had higher academic rank, total number of trainees, and female trainees in the past 3 years had higher HRSs. Program size was directly correlated with HRS. Most (93%) PDs felt their current efforts were aligned to increase diversity and 58% felt there were no barriers to the adoption of holistic review. The most reported barriers were lack of time and knowledge/expertise in () both reported by 16 out of 73 PDs (22%).
While most PDs implemented some HRP, institutional and departmental support of program directors through the commitment of resources (eg, staffing help and subject matter experts/coaches hiring) are crucial to overcome barriers.
多元化的医师队伍可确保医疗服务的公平性。住院医师申请的全面评审是增强医师多元化的一种策略；然而，对于当前研究生医学教育（GME）住院医师培训项目以及专科 fellowship 项目主任（PD）采用全面招聘实践（HRP）的情况以及促进/阻碍采用这些实践的因素，我们了解甚少。本研究旨在描述我院采用 HRP 的现状，并探讨相关障碍/促进因素。
我们在 2021 年至 2022 年期间在本项目内传播了有关 HRP 的信息。2022 年 5 月，对 73 名 GME 的 PD 进行了一项调查，评估当前的招聘实践以及自我报告的全面招聘障碍。为每个项目计算反映最佳实践采用情况的全面招聘得分（HRS），并进行比较以确定采用情况的预测因素。
80 名 PD 中有 73 名（92%）完成了调查。其 PD 在过去 3 年中学术排名较高、学员总数较多且女学员较多的项目，HRS 更高。项目规模与 HRS 直接相关。大多数（93%）PD 认为他们目前的努力有助于增加多样性，58%的人认为采用全面评审没有障碍。最常报告的障碍是缺乏时间以及缺乏知识/专业技能（73 名 PD 中有 16 名（22%）均报告了这两点）。
虽然大多数 PD 实施了一些 HRP，但通过资源投入（如人员配备帮助以及聘请主题专家/教练）为项目主任提供机构和部门支持对于克服障碍至关重要。
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