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Understanding Early Admission Processes: Implications for Physician Assistant Workforce Diversity and Healthcare
Kupiri Ackerman-Barger1,2,3,4,5,6, Maya London1,2,3,4,5,6, Amanda Yi1,2,3,4,5,6
1Kupiri Ackerman-Barger, PhD, RN , is an associate dean for Health Equity, Diversity, and Inclusion at the Betty Irene Moore School of Nursing, University of California Davis, Sacramento, California.
Purpose:
Increasing diversity in the physician assistant (PA) workforce has been identified as a key priority by national PA organizations and PA programs alike. This study aimed to understand why certain applicants did not progress in PA program admissions by exploring common reasons for nonprogression and identifying any demographic trends.
Methods:
We conducted a retrospective review of applicants over the last 5 consecutive admission cycles at the University of California Davis Physician Assistant program.
Results:
The most common reasons for denial, starting with the most prevalent, were low application score, bachelor's GPA <3.0, missing prerequisite(s), late application, and science GPA <2.7. Several associations between demographic groups and reasons for nonprogression were identified.
Conclusions:
The findings from a multicohort study might help programs consider these issues in their own programs and identify interventions to support underrepresented applicants.
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