Diversifying the clinical pipeline: The necessity of diverse, equitable, and inclusive initiatives to advance the placement of underrepresented minoritized students in postgraduate pharmacy training

Teklu, Yodit; Bell, Maya; Saunders, Ila M.; Abdul‐Mutakabbir, Jacinda C.

doi:10.1002/jac5.1597

Cited by 1 publication

(8 citation statements)

References 6 publications

(4 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…1 Programs without a social media presence should consider utilizing social media channels to not only improve their own marketing, but to reach candidates who may not attend some of the more costly residency showcases and programming. Teklu et al 18 suggest that programs may seek collaboration with organizations with large minoritized trainee memberships, such as the Student National Pharmaceutical Association, to engage underrepresented minority trainees and make postgraduate training programs more accessible. Witenko et al 19 describe efforts at a pharmacy residency at a large academic medical center to increase geographic and racial diversity among their residency applicants.…”

Section: Recruitmentmentioning

confidence: 99%

“…A transparent, holistic review process may decrease biases in this area. 18 Although ASHP is a leader in pharmacy residencies and can recommend policy change on a national level, it is often up to individual residency programs to utilize their recommendations and make changes on a local level.…”

Section: Application Processmentioning

confidence: 99%

“…8 Although brought about by necessity due to the COVID-19 pandemic, national pharmacy organizations should continue to encourage virtual recruitment and interview platforms for students. 18 In addition, support should be made available to assist with interviewing costs.…”

Section: Interviewsmentioning

confidence: 99%

“…Statistics derived from this data will be helpful in tracking progress in DEI efforts on a national level. 18 ASHP should strengthen efforts to collect demographic data to analyze disparities between pharmacy residency applicants and positions filled. 6 This study has several strengths.…”

Section: Residency Program and Preceptor Developmentmentioning

confidence: 99%

“…First, one of the investigators is a Black faculty member, which allowed open discussion during the T A B L E 1 How can programs increase diversity, equity, and inclusion (DEI) in their residency programs? 1,8,9,18,20,22,23…”

Section: Residency Program and Preceptor Developmentmentioning

confidence: 99%

See 4 more Smart Citations

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

Hamilton

Kiles

2022

J Am Coll Clin Pharm

View full text Add to dashboard Cite

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.

show abstract

Section: Recruitmentmentioning

confidence: 99%

Section: Application Processmentioning

confidence: 99%