Inclusive Recruitment and Admissions Strategies Increase Diversity in CRNA Educational Programs

Increasing the number of nurses of color is one solution for eliminating health disparities and increasing quality of care. This study examines the impact of a 2-tiered outreach, education, and intervention approach on candidates of color applying to and gaining acceptance in a graduate nurse anesthesia program. The authors implemented individual- and social-level recruitment strategies over three 12-month periods targeting candidates of color nearing eligibility for applying to nurse anesthesia programs at 2 points: colleges and workplace. Strategies included developing information sessions and workshops, partnering with diversity organizations, and strategic recruiting. Because institutionalized admissions criteria play a role in patterns that may present barriers to candidates of color, admissions processes were reviewed. Interventions were developed and implemented to move toward equitable admissions processes, including increased panel diversity, interviewer training, standardized question pool, revised scoring rubric, online scoring, and inclusion of nontraditional evaluation criteria. Demographic data were collected when candidates completed an application. Data analysis compared 2016-2018, 2017-2019, and 2018-2020 candidates with historical applicant data using regression analysis at 3 stages of the admissions process: completed applications, interviews, and admission offers. Recruitment strategies resulted in significant gains in applicant diversity (P < .05). Targeted education resulted in increased diversity across program candidates and enrollees.