Creating an Inclusive and Equitable Residency Interview Process in a World of Virtual Interviews
While the virtual interview process for residency has benefits to both programs and applicants, it may potentially introduce or magnify individual and systemic biases. Applicants who identify as underrepresented in medicine (URiM) or other backgrounds such as sexual and gender minorities or individuals with disabilities are at particular risk of being negatively impacted by these biases - to the potential detriment of their communities and programs. Gonzaga et al. recommends five key steps to increase diversity in medical education to meet the needs of the population: setting diversity as a priority, seeking out candidates, implementing inclusive recruitment practices, investing in trainee success, and building the pipeline. This workshop focuses specifically on implementing inclusive recruitment practices by mitigating bias in the interview process at the individual and systemic levels.
Workshop participants will have the opportunity to explore ways to advocate for five unique groups who have traditionally endured systemic biases in medicine and medical education. Later in the workshop, after we have examined the state of our program and institution, we will look for ways of incorporating specific, actionable ideas before, during, and after the interview day that can build and showcase inclusivity and equity for both programs and applicants, including specific faculty development on implicit bias, pre-defining merit, standardization of interview content, and evaluation processes. Participants will take home a checklist to assess their progress toward equity regarding metrics, practices/policies, programming ideas, and the visibility of their program's DEI efforts.
Workshop participants will have the opportunity to explore ways to advocate for five unique groups who have traditionally endured systemic biases in medicine and medical education. Later in the workshop, after we have examined the state of our program and institution, we will look for ways of incorporating specific, actionable ideas before, during, and after the interview day that can build and showcase inclusivity and equity for both programs and applicants, including specific faculty development on implicit bias, pre-defining merit, standardization of interview content, and evaluation processes. Participants will take home a checklist to assess their progress toward equity regarding metrics, practices/policies, programming ideas, and the visibility of their program's DEI efforts.