The AAMC defines “underrepresented minority (URM)” as:
Underrepresented in medicine means those racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the general population.
Here are some tips for how your program can maximize recruitment efforts for URMs.
Create a Diversity Committee. Identify residents/fellows and faculty to lead the efforts in ensuring a diverse class of trainees. Committee members should participate in interview selection, candidate interviews, and ranking. This committee works to hold the program accountable for their under-represented minority (URM) and other diversity targets/goals throughout the recruitment cycle.
Design a diversity recruitment plan. Create a strategy for each step of the recruitment process in order to attract, engage, interview, and rank talented diverse candidates.
Show your Diversity. On your program’s webpage, show the diversity that you have through pictures and/or videos (individual residents/fellows or group images). If your institution has a Diversity & Inclusion Office, add the link to your site. In addition, use language that will attract URM candidates.
Example: “under-represented minority candidates are encouraged to apply”.
Create opportunities for URM interviewers to engage with URM faculty. Research has shown that applicants want to engage with interviewers that have similarities (race/ethnicity, gender, research) at some point during the interview process. For programs that have low representation of URM faculty, try involving your underrepresented minority trainees in the interview process.
Examples: URM trainees can interview candidates, host diversity dinners, email or call URM interviewees.
Incorporate diversity related questions to in your interviews.
Examples: Why do you think diversity is important in a learning environment? and/or How will you add to the diversity of our program?
Evaluate diversity post match data and outcomes. Regardless of your diversity goals/target, it is important to evaluate your success and areas of improvement in regards to your diversity recruitment. Collect and analyze metrics and identify gap areas. Ensure your processes are formalized and sustainable.
Utilize your institutions Diversity & Inclusion Office as a partner in this process. Contact your HR Dept. or GME Office to find out if these resources exists.
Do you already have any of these steps in place? Or do you have another process for diversity and inclusion? Please share your comments and input below!