Reimagining Merit and Representation: Promoting Equity and Reducing Bias in GME Through Holistic Review

Barceló, Nicolás E.; Shadravan, Sonya; Wells, Christine; Goodsmith, Nichole; Tarrant, Brittany; Shaddox, Trevor; Yang, Yvonne S.; Bath, Eraka; DeBonis, Katrina

doi:10.1007/s40596-020-01327-5

Cited by 50 publications

(43 citation statements)

References 34 publications

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“…There is evidence of reduced racial discrepancy in interview offers by eliminating a USMLE Step 1 cutoff score, 20 and of increased diversity in interviews and residency classes by initiating a holistic review process, focusing on applicants' diverse life experiences and commitments to the underserved. 11,32 These measures ensure that qualified candidates are not "screened out" based on outdated metrics and biased admissions policies. Every application should be reviewed and programs should move towards a mission-aligned selections process in order to promote equity.…”

Section: Recommendationsmentioning

confidence: 99%

Opinion & Special Articles: Maximizing Inclusiveness and Diversity Through Virtual Residency Applications and Interviews

et al. 2021

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A diverse workforce is critical to providing high-quality, equitable neurologic care. Many neurologic conditions disproportionately affect Black and Latinx people, but these populations have limited access to neurologic care.1,2 Although healthcare disparities can be reduced with a diverse workforce,3-7 just 2.8% of neurologists are Black and 7.2% are Latinx, compared with the most recent US census with 12.8% of individuals identifying as Black and 18.4% as Latinx.8,9 The gap also exists at the trainee level; 4.4% of neurology residents are Black and 7.2% are Latinx.10 Recruitment of an inclusive residency class is paramount to addressing these inequities.3,5,7,11 A record of 42,508 medical students and physicians applied for residency positions in the United States in 2020–2021, as the application season moved to a virtual format because of the COVID-1912 pandemic. Future residency application seasons will likely be a hybrid of in-person and virtual recruitment. This change presents both unique opportunities and challenges for the recruitment of a diverse and inclusive residency class.13

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Section: Recommendationsmentioning

confidence: 99%

Opinion & Special Articles: Maximizing Inclusiveness and Diversity Through Virtual Residency Applications and Interviews

et al. 2021

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“…23 , 27 This approach is also used to reduce reliance on measures tainted with bias, such as the USMLE Step 1. 28 …”

Section: Discussionmentioning

confidence: 99%

“…Regarding psychiatry, a recent study comparing holistic and traditional reviews found that individuals identifying as URM were greater than twice as likely to receive an interview under holistic criteria than conventional criteria. 28 One downside to conducting a holistic review is that it is typically more time-consuming than traditional methods, especially with more applications. 28 , 29 Therefore, successful implementation of holistic review will require that programs have more support.…”

Section: Discussionmentioning

confidence: 99%

Building a Diverse Psychiatric Workforce for the Future and Helping Them Thrive

Hubbard

Sudler

Alves-Bradford

et al. 2022

Psychiatric Clinics of North America

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“…40 Action items may vary widely and will be program specific, but could include de-emphasis on minimum USMLE examination scores or even interviewer blinding to USMLE examination scores, revision of applicant and/or interview scoring rubrics, and/or unconscious bias training for committee members. 37,79 Some programs have found that lowering or eliminating the minimum USMLE step 1 examination score requirement for an interview invitation, as well as placing less emphasis on AOA status and research experiences, may increase the number of UIM applicants invited to interview with and ultimately match into their program. 10,37 This strategy may be useful in helping programs to at least consider more UIM applicants for interview.…”

Section: Discussionmentioning

confidence: 99%

Strategies to Enhance Diversity, Equity, and Inclusion in Pathology Training Programs: A Comprehensive Review of the Literature

Ware

Flax

White

2021

Archives of Pathology &Amp; Laboratory Medicine

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Context.— Like many medical specialties, pathology faces the ongoing challenge of effectively enriching diversity, equity, and inclusion within training programs and the field as a whole. This issue is furthered by a decline in US medical student interest in the field of pathology, possibly attributable to increasingly limited pathology exposure during medical school and medical student perceptions about careers in pathology. Objective.— To review the literature to identify the challenges to diversity, equity, and inclusion in pathology, with an emphasis on the pathology trainee pipeline. To evaluate the medical education literature from other medical specialties for diversity and inclusion–focused studies and initiatives, and determine the outcomes and/or approaches relevant for pathology training programs. Data Sources.— A literature review was completed by a search of the PubMed database, as well as a similar general Google search. Additional resources, including the Web sites of the Association of American Medical Colleges, the Electronic Residency Application Service, and the National Resident Matching Program, were used. Conclusions.— Many strategies exist to increase diversity and encourage an inclusive and equitable training environment, and many of these strategies may be applied to the field of pathology. Interventions such as increasing exposure to the field, using a holistic application review process, and addressing implicit biases have been shown to promote diversity, equity, and inclusion in many medical specialties. In addition, increasing access to elective and pipeline programs may help to bolster medical student interest in careers in pathology.

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Reimagining Merit and Representation: Promoting Equity and Reducing Bias in GME Through Holistic Review

Cited by 50 publications

References 34 publications

Opinion & Special Articles: Maximizing Inclusiveness and Diversity Through Virtual Residency Applications and Interviews

Opinion & Special Articles: Maximizing Inclusiveness and Diversity Through Virtual Residency Applications and Interviews

Building a Diverse Psychiatric Workforce for the Future and Helping Them Thrive

Strategies to Enhance Diversity, Equity, and Inclusion in Pathology Training Programs: A Comprehensive Review of the Literature

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