Guerrero Maria, Takata Edmund T, Ham Ervin, Hohenstein Laura, Amore Taylor, Pribadi Joshua, Mohamed Mirghani, Patel Param, Baldino Kodi, Douglas Analise, Mather Jeff, Pousatis Sheelagh, Duvall William L, Amankwah Kwame, Rahman Saleh, Hashim Sabet, Angus Steven, Orlando Rocco, McKay Raymond G, Sutton Trevor S
School of Medicine, University of Connecticut Health Center, Farmington, Connecticut, USA.
College of Osteopathic Medicine, New York Institute of Technology, Old Westbury, New York, USA.
JACC Adv. 2025 Jan 8;4(2):101525. doi: 10.1016/j.jacadv.2024.101525. eCollection 2025 Feb.
Diversity in postgraduate training programs can be increased through program-based recruitment strategies. Prospective applicants often examine website content to determine if training programs are inclusive and offer a good fit. Poor overlap between program director recruitment goals and program website content as a barrier to recruiting a diverse physician workforce has not extensively been studied.
The aim of this study was to characterize barriers to recruiting a diverse physician workforce in cardiovascular specialties in the United States.
Cross-sectional survey of program directors and evaluation of website content for training programs in adult general cardiology, cardiothoracic surgery, vascular surgery, and adult cardiothoracic anesthesiology.
A total of 68 surveys were completed (response rates of 10% to 13% across specialties), and 626 websites in cardiovascular specialties were analyzed. A majority (63%) of program directors prioritized increasing diversity, although 40% of these respondents did not have a plan or resources. Program culture was cited as a barrier to recruiting a diverse workforce. The median website score for inclusion and health equity content was 4.0 out of 18.0, with a health disparities curriculum offered in <10% of websites for most specialties.
To advance diversity in cardiovascular specialties, training programs must have inclusive learning environments perceived by prospective applicants. Barriers to recruiting a diverse physician workforce may be decreased by addressing training program culture with an emphasis on modifying training program website content to attract more diverse applicant pools. Health disparities curricula are underutilized resources in cardiovascular specialties that may support recruitment of a more diverse physician workforce.
通过基于项目的招聘策略可以增加研究生培训项目的多样性。潜在申请者通常会查看网站内容，以确定培训项目是否具有包容性且是否适合自己。项目主任的招聘目标与项目网站内容之间缺乏契合度，这成为招募多元化医生队伍的障碍，对此尚未进行广泛研究。
本研究旨在描述美国心血管专科招募多元化医生队伍的障碍。
对项目主任进行横断面调查，并评估成人普通心脏病学、心胸外科、血管外科和成人心胸麻醉培训项目的网站内容。
共完成68份调查问卷（各专业的回复率为10%至13%），并分析了626个心血管专科的网站。大多数（63%）项目主任将增加多样性列为优先事项，尽管其中40%的受访者没有计划或资源。项目文化被认为是招募多元化员工队伍的障碍。网站在包容性和健康公平内容方面的中位数得分在18分制中为4.0分，大多数专业的网站中不到10%提供了健康差异课程。
为了推进心血管专科的多样性，培训项目必须拥有潜在申请者所认可的包容性学习环境。通过解决培训项目文化问题，强调修改培训项目网站内容以吸引更多样化的申请者群体，可能会减少招募多元化医生队伍的障碍。健康差异课程是心血管专科中未得到充分利用的资源，可能有助于招募更加多元化的医生队伍。
