Black student perspectives to inform actionable steps toward diversity, equity, and inclusion in pharmacy residency programs

Abstract

Introduction Pharmacy residency training is a valuable tool in the advanced postgraduate training of clinical pharmacists. Although there is literature about increasing diversity in medical residencies, there is a lack of literature about initiatives to improve diversity, equity, and inclusion in pharmacy residencies. Objectives To describe the perspectives of Black students about pharmacy residency and to assist institutions and pharmacy residency programs in improving diversity, equity, and inclusion. Methods Four residency focus groups were conducted among Black students in the second through fourth years of a Doctor of Pharmacy (Pharm.D.) program at a college of pharmacy in the United States. Five pharmacy year 2 (P2) students, 12 pharmacy year 3 (P3) students, and eight pharmacy year 4 (P4) students participated. The average age was 25.5 years and the sample was 84% female. A qualitative analysis was conducted based on results from the focus groups using a “restorying” approach for analysis due to a lack of a pre‐existing framework to narrate Black student pharmacists' experience in seeking residency training. Results The Black students in this study expressed apprehensiveness about multiple components of the residency attainment process, including representation during recruitment and potential racial bias during the application and interview process. Cost was an additional concern expressed by students throughout the focus groups. Conclusion The results of this study can inform institutions and pharmacy residency programs as to the perception of Black residency candidates. Although increasing diversity, equity, and inclusion is important in the overall pharmacy academy, individual programs can work to improve their processes for recruitment and interviewing to improve overall equity and inclusion, not only for the pharmacy residency programs, but for the patients they serve.

Racial disparities in pharmacy postgraduate residency match rates and beyond: Implications for clinical pharmacists

“…As COVID‐19 shifts into its endemic phase, it is important to preserve virtual recruitment processes to ensure equitable access to postgraduate training opportunities persists. REM students also identify large national meetings, a pillar of the residency and fellowship recruitment process, as a barrier to applying 6 . The registration cost coupled with hotel accommodations, food, and miscellaneous travel expenses, which range from hundreds to thousands of dollars, can make attending these meetings an impossible feat for REM applicants.…”

“…Pharmacists are uniquely positioned and equipped with medication expertise to optimize patient care, and this is a potential mechanism to narrow healthcare gaps within REM communities. Nonetheless, patient and provider racial concordance continues to be at stake as formalized residency training is often required for the attainment of clinical pharmacy roles and REM individuals are less likely to be recipients of these training opportunities 6 …”

“…Nonetheless, patient and provider racial concordance continues to be at stake as formalized residency training is often required for the attainment of clinical pharmacy roles and REM individuals are less likely to be recipients of these training opportunities. 6 Of note, the American System of Health-System Pharmacists (ASHP) recently released pharmacy residency match statistics with the inclusion of race/ethnicity data. The 2021-2022 PGY1 application cycle was reported to have 56% White, 27% Asian, 8% Black, 6% Hispanic/Latino, and 3% mixed-race applicants.…”

Postgraduate pharmacy training: Much progress and much more to do

“…Two papers in this issue provide valuable insight to help guide postgraduate programs in this endeavor. Hamilton et al present perspectives of Black pharmacy students regarding the residency recruitment process and use these insights to provide specific steps that can be taken by residency program directors to improve DEI during the recruitment, application, and interview process 14 . Hovey et al share their experience with targeted changes in the residency recruitment processes and preceptor development to increase DEI within a residency program at a major academic medical center 15 .…”

“…Hamilton et al present perspectives of Black pharmacy students regarding the residency recruitment process and use these insights to provide specific steps that can be taken by residency program directors to improve DEI during the recruitment, application, and interview process. 14 Hovey et al…”