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Program Director Perspectives on DEI Initiatives in the Dermatology Residency Selection Process.

Ogechi Obed¹, Ivan Rodriguez¹, Karen Lam¹

¹Ogechi Obed, Ivan Rodriguez, and Dr. Worswick are from the Department of Dermatology, Keck School of Medicine, University of Southern California, Los Angeles. Karen Lam is from the Department of Dermatology, David Geffen School of Medicine, University of California Los Angeles. Dr. Van Beek is from the Department of Dermatology, University of Iowa Health Care, Iowa City. Dr. Rosenblatt is from the Section of Dermatology, Departments of Medicine and Pediatrics, University of Chicago Pritzker School of Medicine, Illinois. Dr. Saavedra is from the Department of Dermatology, University of Virginia School of Medicine, Charlottesville.

|January 29, 2025

Summary

Dermatology program directors support diversity, equity, and inclusion (DEI) initiatives in resident selection. However, legal challenges and knowledge gaps hinder progress, emphasizing the need for continued DEI efforts in dermatology.

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Area of Science:

Medical Education
Dermatology Workforce Diversity

Background:

The American Academy of Dermatology (AAD) has historically supported diversity, equity, and inclusion (DEI).
Recent US Supreme Court rulings on affirmative action have raised questions about DEI program viability.
Understanding program director (PD) perspectives is crucial for navigating these changes.

Purpose of the Study:

To assess dermatology PDs' perceptions of DEI programming.
To investigate the integration of DEI into dermatology residency selection processes.
To identify challenges and facilitators for DEI in dermatology graduate medical education.

Main Methods:

A cross-sectional survey was distributed to PDs of US dermatology residency programs.
Data were collected between April 2024 and July 2024.
Thirty PDs participated in the survey.

Main Results:

A majority of PDs expressed strong support for advancing DEI in dermatology.
PDs reported persistent challenges, including legal restrictions and knowledge deficits regarding DEI implementation.
Support for DEI exists despite perceived barriers.

Conclusions:

Sustained commitment and strategic planning are necessary to foster a diverse and inclusive dermatology workforce.
Addressing legal uncertainties and enhancing PD knowledge are key to overcoming current challenges.
Aligning the dermatology workforce with national demographic diversity remains an important goal.