Cafm Leadership Demographics

Weidner, Amanda; Clements, D.

doi:10.1370/afm.2678

Cited by 5 publications

(3 citation statements)

References 3 publications

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“…It is possible that the results do not reflect the overall population of PDs, although the demographics of respondents were similar to the published demographics for current FM PDs. 28 Our sample did have a lower percentage of Asian respondents (1% compared to 7% nationally), a higher percentage of Black respondents (9% vs 5% nationally), a higher percentage of White respondents (83% vs 71% nationally), and a smaller percentage of respondents who do not respond/chose not to disclose (2% vs 15% nationally). These demographic differences could have caused differences in our respondents' perceptions of the impact of VIs, especially regarding concerns about bias.…”

Section: Limitationsmentioning

confidence: 66%

The Impact of Virtual Interviews on Recruitment and Implicit Bias

Keister

Brohm

et al. 2022

Fam Med

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Background and Objectives: The COVID-19 pandemic accelerated virtual residency interview adoption. The impact of virtual interviews on program directors’ (PD) National Residency Matching Program (NRMP) Match satisfaction, their future interview plans, and their perceptions about virtual interviews’ influence on bias are unknown. We report the results of a survey of family medicine (FM) PDs about these topics after mandatory virtual interviews in 2020-2021. Methods: A national survey of all FM PDs was conducted in April 2021 (n=619). The response rate was 46.37% (n=287). Questions asked whether PDs conducted virtual interviews, as well as PDs’ general perceptions of virtual interviews’ impact on administrative burden, diversity and bias; PD’s ability to communicate program culture and assess applicants’ alignment with program values; PD’s satisfaction with Match results; and plans for interview structure postpandemic. Results: Two hundred forty-four (93.1%) respondents performed only virtual interviews; 83.9% (n=220) conducting virtual interviews were satisfied with Match results, with no difference between programs with all virtual interviews vs others (OR 1.2, P=.994). PDs who communicated program values and involved residents in virtual interviews experienced higher Match satisfaction (OR 7.6, P<.001; OR 4.21, P=.001). PDs concerned about virtual interviews increasing bias against minorities before 2020 were still concerned after (OR 8.81, P<.001) and had lower Match satisfaction (OR 0.24, P=.001). Conclusions: Most FM PDs conducted entirely virtual interviews in 2020 and were satisfied with the Match. Interview processes including residents and conveying residency culture increased Match satisfaction. PDs are concerned about bias in virtual interviews, but more investigation about bias is needed.

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Section: Limitationsmentioning

confidence: 66%

The Impact of Virtual Interviews on Recruitment and Implicit Bias

Keister

Brohm

et al. 2022

Fam Med

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“…This compares favorably with data reported by Brown and Gerkin in 2019, which indicated that the average family medicine PD tenure was 6.5 years and the median tenure was 4.5 16 Further, the majority of respondents identified as White (68.6%; 212/309), which is similar to what Weidner and Clements found (71%) when reviewing PD race and ethnicity in 2021. 17 With respect to the programs represented, more than half of respondents' residency programs were community-based, university-affiliated (55.3%; 171/309) and 33.0% (102/309) were in the southern region of the United States. Nationally, 54.6% of family medicine residency programs are communitybased, university-affiliated, and 33.0% are in the southern region of the United States.…”

Section: Resultsmentioning

confidence: 99%

Use of Signaling in Family Medicine Residency Interviewing

Irwin,

Nilsen,

Rohrberg

et al. 2024

Fam Med

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Background and Objectives: Although signals have been used in the residency application process by other specialties, family medicine residency directors have not previously participated. With applicant signal information available for the first time in the 2023–2024 application cycle, the current study describes family medicine residency program directors’ intended use of signals and provides benchmarking descriptive data that may help inform best practices and future studies. Methods: A total of 691 of the 745 family medicine program directors in US family medicine residency programs accredited by the Accreditation Council for Graduate Medical Education were surveyed. We used ꭓ2 and Pearson correlation analyses to examine how program directors of family medicine residency programs intended to use signaling and their perceived impact of signaling on the residency interviewing process. Results: Most program directors indicated that applicant signals would assist them in deciding who to invite for an interview and would be a positive factor in a holistic review process. However, program directors also noted that rotation experience or geographic ties would be more powerful inducements to interview or rank a specific candidate. Program directors did not indicate a belief that signals would decrease interview season stress or workload. Conclusions: Signals may play an important role in the residency application process for family medicine in 2023–2024. While signals are not anticipated to decrease application workload or stress, a signal may be an important mechanism for a specific applicant to distinguish themselves with a program.

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“…Our survey window of June 29 through September 2, 2020, aligned closely with the Council of Academic Family Medicine (CAFM) review of leadership conducted on September 30, 2020. 2 In the CAFM database of 161 family medicine department chairs, 116 chairs (72%) selfreported their race as White, 20 as Black, 9 as Asian, and 1 as American Indian or Alaska native, and 15 gave no response. Five chairs reported their ethnicity as Hispanic or Latino, 119 as not Hispanic or Latino, and 37 gave no response.…”

Section: To the Editormentioning

confidence: 99%

Response to "Strengthening Family Medicine's Role in Diversity, Inclusion, and Health Equity"

Jacobs

2023

Fam Med

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Cafm Leadership Demographics

Cited by 5 publications

References 3 publications

The Impact of Virtual Interviews on Recruitment and Implicit Bias

The Impact of Virtual Interviews on Recruitment and Implicit Bias

Use of Signaling in Family Medicine Residency Interviewing

Response to "Strengthening Family Medicine's Role in Diversity, Inclusion, and Health Equity"

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