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Updated: Oct 29, 2025

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Promoting Diversity, Equity, and Inclusion in the Selection of Obstetrician-Gynecologists

Helen Kang Morgan1, Abigail Ford Winkel, Erika Banks

  • 1Department of Obstetrics and Gynecology and the Department of Learning Health Sciences, University of Michigan Medical School, Ann Arbor, Michigan; the Department of Obstetrics and Gynecology, New York University Grossman School of Medicine, New York, New York; the Department of Obstetrics & Gynecology and Women's Health, Albert Einstein College of Medicine, Bronx, New York; the Department of Gynecology and Obstetrics, Johns Hopkins University School of Medicine, Baltimore, Maryland; the Department of Obstetrics, Gynecology and Reproductive Biology, Harvard Medical School, Boston, Massachusetts; the Department of Obstetrics and Gynecology, Rocky Vista University College of Osteopathic Medicine, Parker, Colorado; the George Washington School of Medicine and Health Sciences, Washington, DC; the Accreditation Council for Graduate Medical Education, Chicago, Illinois; and the Department of Internal Medicine and Pediatrics, Johns Hopkins University School of Medicine, Baltimore, Maryland.

Obstetrics and Gynecology
|July 8, 2021
PubMed

In the setting of long-standing structural racism in health care, it is imperative to highlight inequities in the medical school-to-residency transition. In obstetrics and gynecology, the percentage of Black residents has decreased in the past decade. The etiology for this troubling decrease is unknown, but racial and ethnic biases inherent in key residency application metrics are finally being recognized, while the use of these metrics to filter applicants is increasing. Now is the time for action and for transformational change to rectify the factors that are detrimentally affecting the racial diversity of our residents. This will benefit our patients and learners with equitable health care and better outcomes.

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