Faculty Recruitment, Retention, and Representation in Leadership: An Evidence-Based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine

Abstract

Improving the recruitment, retention, and leadership advancement of faculty who are under-represented in medicine is a priority at many academic institutions to ensure excellence in patient care, research, and health equity. Here we provide a critical review of the literature and offer evidence-based guidelines for faculty recruitment, retention, and representation in leadership. Recommendations for recruitment include targeted recruitment to expand the candidate pool with diverse candidates, holistic review of applications, and incentivizing stakeholders for success with diversity efforts. Retention efforts should establish a culture of inclusivity, promote faculty develop-ment, and evaluate for biases in the promotion and tenure process. We believe this guide will be valuable for all leaders and faculty members seeking to advance diversity, equity, and inclusion in their institutions.

Promotion and tenure letters: A guide for faculty

“…This should include referring to the candidate with their professional title rather than their first name. Words matter—it may help to have a reference of dimensions of work and specific terminology to acknowledge the candidate’s achievements in a way that minimizes implicit bias 4‐6 . Avoid terminology that introduces bias (e.g., gender, race, ethnicity, ability, age) in the letter 7‐9 .…”

“…Words matter-it may help to have a reference of dimensions of work and specific terminology to acknowledge the candidate's achievements in a way that minimizes implicit bias. [4][5][6] Avoid terminology that introduces bias (e.g., gender, race, ethnicity, ability, age) in the letter. [7][8][9] Consider applying a screening tool to identify biased language (e.g., using adjectives and descriptors more commonly associated with a given gender), such as a Gender Bias Calculator (https:// slowe.github.io/gende rbias/).…”

Increasing Diversity in Residency Training Programs

“…Mentorship is not just pairing URM trainees with URM faculty but creating meaningful connections for extra support toward career advancement. Programs should establish a culture of inclusivity and continually evaluate themselves for biases [ 28 ].…”

Physician Pipeline and Pathway Programs: An Evidence-based Guide to Best Practices for Diversity, Equity, and Inclusion from the Council of Residency Directors in Emergency Medicine

“…The Council of Residency Directors in Emergency Medicine (CORD) Best Practices Subcommittee publishes a series of articles entitled CORD Best Practice reviews; this manuscript is ninth in the series. [10][11][12][13][14][15][16][17] With the assistance of a medical librarian, we conducted a literature review from inception until January 2021 through MEDLINE via PubMed using the terms and Medical Subject Headings focused on DEI (Appendix). Additionally, a bibliography review was conducted for additional articles.…”

“…Structured learning approaches for pathway programs. 2,11,[13][14][15][16]25,28,29,[31][32][33][34][35]38,[41][42][43][44]50,[56][57][58]60 shadowing opportunities often progressed to shadowing with history-taking and ended with independent history-taking and oral presentations. 51…”