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从心胸外科手术中消除隐含的偏见 住院人员招聘:改变范式
Michael A Eisenberg1, Nathaniel Deboever1, Stephen G Swisher1
1Department of Thoracic and Cardiovascular Surgery, University of Texas MD Anderson Cancer Center, Houston, Texas.
The Journal of surgical research
|August 18, 2023
概括
在心胸外科手术 (CT) 招募中的隐性偏见被确定并解决. 标准化面试和评分提高了培训计划的多样性,促进了所有医生的平等进步.
科学领域:
- 心胸外科手术 心胸外科手术
- 医学教育 医学教育
- 多样性和包容性的多样性和包容性
背景情况:
- 心胸外科 (CT) 工作人员面临着女性和少数民族医生的显著代表性不足.
- 招聘过程中的隐性偏见可能会阻碍CT手术培训计划中的多样性努力.
研究的目的:
- 系统地调查和优化CT奖学金计划中的候选人选择流程,以尽量减少隐含的偏见.
- 在招聘实习生时增强多样性和包容性.
主要方法:
- 一个中心CT奖学金选择过程的内部审查.
- 评估面试问题选择,候选人评估和面试后的比较.
- 实施主动措施,以消除已识别的偏见来源.
主要成果:
- 确定了潜在的偏见,包括面试问题的变化,得分差异,性别语言,文化偏见和刻板印象.
- 根据预测成功的五个关键特征开发了标准化的面试问题.
- 修改了面试成绩单,以包括必要的属性,并消除偏见的语言或无关紧要的混因素.
结论:
- 实施减轻隐性偏见的战略改善了多元化的实习生队伍的招聘过程.
- 强调不仅要多样化实习生班级,还要确保为职业发展提供公平的支持,指导和赞助的重要性.
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