Resources for Holistic & Inclusive Residency Recruitment

Published Papers on Holistic Review & Structured Interviews

• Reporting of USMLE Step 1 as Pass/Fail: A Benefit for Residency Programs and Those Underrepresented in Medicine?
• Evidence-Based Inclusive Graduate Medical Education Recruitment Strategies
• Using Structured Interviews to Reduce Bias in Emergency Medicine Residency Recruitment: Worth a Second Look
• SHARPening Residency Selection: Implementing a Systematic Holistic Application Review Process

Guidelines and Recommendations

• Holistic Review, Mitigating Bias, and Other Strategies in Residency Recruitment for Diversity, Equity, and Inclusion: An Evidence-based Guide to Best Practices from the Council of Residency Directors in Emergency Medicine
  Includes:
  • Information about GME and UGME practices and considerations to help mitigate bias and encourage diversity, equity, and inclusion
  • Pre-interview preparedness strategies including defining DEI goals, assessing program readiness, formation of diversity committees, and ensuring access to UIM applicants.
  • Invitation and interview strategies, including the initial holistic review of applications, the process of selecting applicants for interviews, and the interview process itself.
  • Post-interview strategies, including the ranking process, approaches to second-look opportunities, and post-interview communication.
    
    
• AAIM Recommendations to Promote Equity and Inclusion in the Internal Medicine Residency Interview Process
  Includes:
  • Information about bias reduction in the interview process, including an examination of systemic bias in specific demographic groups.
  • Charts with examples of potential mitigation strategies and interventions.
  • Detailed suggestions for interview structures that may assist in bias mitigation.

Resources on Mitigating Implicit Bias

• Kirwan Institute - Implicit Bias Module Series
  These four interactive web-based modules cover general understanding, real-world implications, our own biases, and mitigating unwanted bias. Each module is divided into a short series of lessons, many taking fewer than 10 minutes to complete. 
• Harvard Implicit Association Test
  An extensive list of Implicit Association Tests (IAT) are offered. Participants are requested to report their attitudes or beliefs about each topic and provide some personal information. Each study takes about 10 minutes to complete with a report and interpretation provided. 
• How Clinicians and Educators Can Mitigate Implicit Bias in Patient Care and Candidate Selection in Medical Education
  Dr. Quinn Capers, Professor of Medicine at Ohio State College of Medicine, discusses implicit bias by physicians and the impact on selection for training with evidence based tools to reduce implicit bias during interpersonal interactions and candidate selection. 
• Reducing implicit racial preferences: I. A comparative investigation of 17 interventions
  In this paper published in 2014, Calvin Lai and a team of colleagues from departments of psychology from 15 international institutions compared the effectiveness of implicit bias mitigation strategies and demonstrated varying efficacy in 8 out of 17 interventions studied.