Promoting Inclusion in the Interview Process
Multiple groups face systemic bias and barriers in the residency interview process, and programs may have troubles demonstrating their inclusion toward these groups. AAIM acknowledges that this list of recommendations to promote inclusion for various groups in the interview process may not represent all groups.
- Provide education and faculty development for faculty and staff who interact with applicants on interview days to include
- Decreasing implicit bias
- Understanding disability laws, visas, and the immigration process
- Using non-binary pronouns
- Create residency selection committees with diverse representation, including DEI leadership or DEI champions
- During the interview day, emphasize the support for applicants of various backgrounds without singling out any individuals
- Display commitment to inclusiveness (e.g. pronoun displays, highlighting recent programming, provide all applicants with accommodations requests)
- Have volunteer faculty or residents with various identities to serve as point contacts for whom applicants can contact for questions
- Seek anonymous feedback regarding equity and inclusion from applicants who did and did not match at your program
- Be transparent in discussing strategies to create a positive and more inclusive environment in your program
- Creating high-visibility lists, like an OUTlist (out LGBTQIA+ faculty and residents) or an International Medical Graduate list
- Consider flexible interview times for IMG applicants