A Model Partnership: Mentoring Underrepresented Students in Medicine (URiM) in Emergency Medicine

Abstract

By the WestJEM article submission agreement, all authors are required to disclose all affiliations, funding sources and financial or management relationships that could be perceived as potential sources of bias. No author has professional or financial relationships with any companies that are relevant to this study. There are no conflicts of interest or sources of funding to declare.

“Oh, you’re my health care provider?” Recounting the experiences of people of African descent in Nova Scotia pursuing or working in health professions

“…For example, a partnership between the Morehouse School of Medicine and Emory University resulted in increased matches of Black residents to emergency medicine programs. 11 Other interventions, such as the Moving Forward Together program, have shown improved selfconfidence, a developing sense of belonging and enhanced knowledge for nursing students of African descent. 12 Continued mentorship and instilling a longterm sense of belonging may improve longterm outcomes for Black health professionals.…”

“…9 Past pro grams have reported increased confidence and belonging among aspiring health care providers of African descent. [10][11][12][13] However, it remains unclear to what extent barriers to meaningful social rela tions and feeling wellconnected persist for racialized health pro fessionals, even while engaging in these programs.…”

Recruitment of a diverse emergency medicine residency program: Creating and maintaining a culture of diversity, equity, and inclusion

“…Our department has a long standing relationship with Morehouse School of Medicine (MSM), a historically Black college and university (HBCU) whose EM-bound students would be considered "orphaned" without an EM residency at Morehouse. 13 While some EM programs focus on targeted senior medical student clinical clerkships, 14 this relationship has enabled us to impact students earlier in their careers. This early intervention offers mentorship relationships that continue throughout medical school and into the application process and fosters significant interest in EM among fourth-year students.…”

“…According to U.S. Census Data 2019 estimates, 50.8% of the population identify as female and 33.4% as a group that is underrepresented in medicine (URiM; African American/Black, Hispanic/Latinx, Native American, Native Alaskan, or Pacific Islander). 1 However, URiM physicians currently represent 13.4% of emergency medicine (EM) residents 2,3 and 10.4% of EM U.S. medical school academic faculty. 4 At the same time, women constitute only 35.9% of EM residents and 38.3% of academic EM faculty.…”

The time is now: A model for diversity recruitment and retention in emergency medicine training programs

“…6,11 Another strategy is partnering with historically Black colleges and universities (HBCUs), which matriculate the largest percentage of Black medical students (14%) in the United States. 18 Goines et al 19 All recruitment strategies should include the precision of counting metrics and assessment of initiatives to evaluate whether a program's efforts are working. Yearly, goal setting and evaluation of outcomes (including number of diverse residents/faculty and job satisfaction indices) will hold department leadership accountable.…”