Matching Our Mission: A Strategic Plan to Create a Diverse Family Medicine Residency

Abstract

Background and Objectives: Increasing the number of underrepresented minority (URM) physicians improves access and quality of care. URMs are more likely to practice primary care and work in underserved communities. The racial and ethnic diversity of family physicians lags behind the general population. To create a more diverse residency, the Boston Medical Center Family Medicine Residency Program (BMCFMRP) developed, implemented, and evaluated a strategic plan for diversity recruitment. Methods: In academic year (AY) 2014-2015, we set goals to increase the number of URM applicants and the percentage of matched URMs. From 2014-2017, we implemented an intervention focused on: (1) increasing outreach to URM candidates, (2) revising interviews to minimize bias, and (3) analyzing recruitment data. Results: From 2014-2017, the total number of URM applicants increased by 80% (61 to 110). Evaluating recruitment trends from 2010-2017, there was a statistically significant increase (P<0.001) in the percentage of URM applicants from 13.3% (29 of 218 total applicants) to 19.9% (110 of 402). There was also a significant increase (P=0.029) in the percentage of matched URMs. Before the intervention, the percentage ranged from 0% to 20% (2011: 0% [n=0/6], 2014: 0% [n=0/10], 2013: 20% [n=2/10]). During the intervention, the percentage ranged from 25% to 50% (2017: 25% [n=3/12], 2016: 50% [n=6/12]). Conclusions: The implementation of a strategic plan for diversity recruitment increased the number of URM applicants and the percentage of URMs matching into the BMCFMRP. Additional research is needed to determine if these strategies produce similar results in residency programs at other institutions and in other medical specialties.

Analysis of Electronic Residency Application Service (ERAS) Data Can Improve House Staff Diversity

“…9 Wusu et al described the use of targeted outreach, blinded interviews, and annual departmental review in the recruitment of URM candidates to their family medicine program. 10 In addition, Aibana et al report the successful use of holistic review practices, standardized interviews, and highlighting their department's commitment to diversity in their efforts to recruit diverse applicants into an internal medicine program. 11 While institutional efforts to recruit a diverse house staff community can be successful, programs that lack existing infrastructure and experience with URM recruitment may have difficulty in developing an appropriate strategy.…”

The Feasibility of Blinding Residency Programs to USMLE Step 1 Scores During GME Application, Interview, and Match Processes

“…[3][4][5] Recently, more emphasis has been placed on improving holistic review in residency recruitment and decreasing the impact of Step 1 scores; however, these attempts have largely involved concealing Step 1 scores from individuals involved in recruitment after applicants have been selected to interview. [6][7][8] To our knowledge, there have not been previous attempts to assess the feasibility of removing Step 1 data from the entire recruitment process.…”

Racism Is Real. Racism Is Complicated. Racism Is Real Complicated.

“…10 As both Jessicah Guh, MD, and Maria Harsha Wusu, MD, demonstrate in their separate articles, intentional actions can result in increased presence of URM as family medicine residents and faculty. 10,11 Both employed a distinct multifaceted approach that should be viewed as a singular intervention. Whether by revising recruiting approach and increasing standardization of the interview process to decrease unintended bias, 11 revising a mission statement, getting outside review of the recruitment process, adding education on the impact of race on health, or moving from process-oriented to goal-oriented ranking, 10 both included some form of evaluation and tracking of their efforts as part of their respective intervention.…”