DEI in Recruitment
Creating diversity amongst physicians has been recognized as having a significant impact in reducing health care disparities in the U.S. The authors provide a guide for Program Directors to modify the residency admissions process in order to cultivate more diversity and inclusion in the program.
The authors examine the effects of biases on an individual’s physical appearance (obesity and unattractiveness) on the residency admissions/selection process, and raise awareness of the potential influence of bias in this setting.
Design, Implementation, and Evaluation of a Diversity program for Radiology (Spottswood, 2018)
The authors provide a detailed description of plan and successful implementation of initiatives to increase the number of URMMs in the applicant pool and residency program through an intentional recruitment strategy.
The authors provide a framework for residency programs to use in order to increase diversity recruitment in radiology residency and enhance inclusiveness with departmental and institutional support.
Early exposure of radiology in the preclinical years has been recognized as a factor in increasing medical student interest in the field. The authors report preliminary results from intervention to increase medical student exposure on the overall student interest in the field of radiology and in female interest.
The authors explore gender and racial bias in letter writing, specifically in letters of recommendation for radiology residency. The frequency in which agentic language is used in letters of recommendations differs when describing females and when describing URMs.
Use of the Implicit Association Test to Improve Diversity in Radiology. (Kallianos, 2019)
The article highlights the use of the Implicit Association Test (IAT) as a tool to train faculty interviewers on unconscious bias and help expose unrecognized stereotypes.
Creation of a faculty development program for female faculty to improve leadership opportunities and advancement in academia.
Behavior-based interviews can significantly add predictive utility to traditional unstructured faculty and resident interviews on an applicant’s noncognitive qualities such as conscientious, curiosity, confidence, recognition of limits and interpersonal skills.