Removing Implicit Bias From Cardiothoracic Surgery Resident Recruitment: Changing the Paradigm

Area of Science:

• Cardiothoracic Surgery
• Medical Education
• Diversity and Inclusion

Background:

• The cardiothoracic (CT) surgery workforce faces significant underrepresentation of women and minority physicians.
• Implicit bias in recruitment processes can hinder diversity efforts in CT surgery training programs.

Purpose of the Study:

• To systematically investigate and optimize candidate selection processes within a CT fellowship program to minimize implicit bias.
• To enhance diversity and inclusion in the recruitment of trainees.

Main Methods:

• Internal review of a single center's CT fellowship selection process.
• Evaluation of interview question selection, candidate assessment, and post-interview comparison.
• Implementation of proactive measures to remove identified sources of bias.

Main Results:

• Identified potential biases including variability in interview questions, scoring disparities, gendered language, cultural bias, and stereotyping.
• Developed standardized interview questions based on five key traits predictive of success.
• Modified the interview scoresheet to include essential attributes and eliminate biased language or irrelevant confounders.

Conclusions:

• Implementing strategies to mitigate implicit bias improved the recruitment process for a diverse trainee cohort.
• Emphasized the importance of not only diversifying trainee classes but also ensuring equitable support, mentorship, and sponsorship for career advancement.