In a recent cross-sectional survey of 65 ophthalmology residency programs, the use of bias reduction tools by selection committees was found to have varying effects on diversity in the programs. It was reported that the use of multiple bias reduction tools, such as department and institutional workshops, was associated with higher rates of residents accepted from underrepresented racial, ethnic, gender, and socioeconomic groups. Conversely, programs that relied solely on standardized interviews actually had less diverse residents. This highlights the importance of implementing a combination of strategies to improve diversity rather than relying on a single tool.
The Importance of Multiple Strategies
According to Dr. Ambar Faridi, introducing a selection committee to multiple bias reduction tools is essential in creating a more inclusive program. Merely attending implicit bias training or workshops is not enough to eliminate biases. The findings from the survey align with lessons from the business community, emphasizing the need for a multifaceted approach to improve diversity. It was surprising to discover that 14% of programs reported using no bias reduction tools at all, reinforcing the necessity of implementing such strategies across all residency selection committees.
Ophthalmology is considered one of the least diverse fields in medicine, with only a small percentage of residents identifying as Black or African American, Hispanic or Latino, Native American, or Pacific Islander individuals. The LGBTQIA+ population is also underrepresented in ophthalmology compared to other medical specialties. The study authors emphasized that diversity is crucial in improving patient outcomes, highlighting the urgency of addressing this issue in residency programs.
While some tools, such as standardized interviews, are intended to reduce bias, the survey findings revealed that they were not associated with improved diversity in ophthalmology residency programs. Standardized interviews may limit discussions about resilience and life experiences, focusing instead on academic achievements. Application filters, which prioritize details like test scores and grades, also did not contribute to increased diversity. These results suggest that alternative strategies are needed to enhance diversity in residency programs.
The survey indicated that half of program directors did not consider the diversity of the selection committee to be important. Diversifying the composition of the committee is a crucial anti-bias strategy that can lead to more inclusive decision-making processes. Programs that utilized a greater number of bias reduction tools were found to have higher diversity scores, emphasizing the significance of adopting multiple strategies to promote diversity.
Programs that implemented a greater number of bias reduction tools demonstrated higher levels of diversity. The average number of tools used was 2.5, with programs scoring higher on resident diversity scales utilizing more tools than those with lower scores. Utilizing resources from organizations like the American Academy of Ophthalmology and Association of University Professors of Ophthalmology (AUPO) was associated with increased diversity. Offering interactive workshops and discussions on anti-bias research can also contribute to creating a more inclusive environment.
The study findings underscore the importance of implementing a variety of strategies to improve diversity in ophthalmology residency programs. By introducing selection committees to multiple bias reduction tools, diversifying committee composition, and providing additional resources and workshops, programs can create a more inclusive and equitable environment for residents from underrepresented backgrounds. It is essential for residency programs to critically evaluate their current strategies and make changes to promote diversity and eliminate biases in the selection process.
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