促进多样性和健康平等:招聘和教育中的最佳实践
Jean Wong1, Mercy Adetoye1, Ebony Parker-Featherstone2
1Department of Family Medicine, University of Michigan, Ann Arbor.
一项新的招聘和培训战略显著增加了在医学 (URiM) 中代表性不足的住院人员的数量. 这种多方面的方法增强了多样性,并提高了居民对多样性,公平性和包容性倡议的满意度.
科学领域:
- 医学教育 医学教育
- 健康 公平 卫生 公平
- 医学中的多样性和包容性
背景情况:
- 研究生医学教育认证委员会授权多元化居民招聘和保留.
- 学术居住计划在实现劳动力多样性和与机构公平目标保持一致方面面临挑战.
- 为了应对这些挑战,开发了一项多方面的干预措施,用于招募和培训医学界代表不足的住院居民 (URiM).
研究的目的:
- 实施和评估旨在增加URIM居民的招聘和保留的综合干预措施.
- 评估整体审查流程和DEI集成课程对居民多样性的影响.
- 提高该计划与机构公平目标和国家多样性任务的协调性.
主要方法:
- 实施了整体的申请审查流程,不再强调传统的指标,如董事会成绩和推信.
- 将多样性,公平和包容 (DEI) 委员会成员纳入招聘过程,并为所有成员提供偏见培训.
- 更新的课程包括DEI培训,健康公平以及通过健康公平镜头提高质量.
主要成果:
- 在4年的时间里,URiM居民的百分比从干预前的6.25%增加到干预后的21.15% (P=.043).
- 居民调查对DEI测量的遵守几乎在所有类别中都超过了国家专业平均值.
- 干预表明,URIM居民代表性在统计学上显著增加.
结论:
- 招聘和培训的整体变化直接影响了URiM申请人的成功匹配.
- 对DEI的课程和机构承诺提高了该计划吸引和匹配多样化的申请人群的能力.
- 局限性包括依赖自我报告的数据和孤立单个干预措施影响的挑战.
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