Implicit Racial Bias in Medical School Admissions

Capers, Quinn; Clinchot, Daniel M.; McDougle, Leon; Greenwald, Anthony G.

doi:10.1097/acm.0000000000001388

Cited by 258 publications

(191 citation statements)

References 8 publications

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“…We intend to continue to collect, compile, and analyze data from the enrolled cohort to determine its ability to navigate through both the academic and clinical aspects of the RSDM curriculum. We acknowledge that this analysis looks at our entire process as a whole and does not focus on the efect of a rolling admissions process 19 or possible implicit bias during the interviewing stage, 20 both of which may afect selecting a diverse and inclusive class of dental students. 12 Dental schools have the responsibility to incorporate elements of diversity throughout the admission process in addition to the traditional metrics.…”

Section: Discussionmentioning

confidence: 99%

Unintended Demographic Bias in GPA/DAT‐Based Pre‐Admission Screening: An Argument for Holistic Admissions in Dental Schools

Chaviano-Moran

Chuck

Perez

2019

Journal of Dental Education

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Screening of applicants for admission to dental school often relies on metrics such as overall undergraduate grade point average (oGPA) and Dental Admission Test (DAT) scores to identify desirable prospective students. The aim of this study was to assess unintended selection bias that may be overlooked or mitigated with holistic review and the inluence of metrics at one U.S. dental school. Descriptive range analysis of oGPA and science GPA (sGPA), DAT scores, and total experience hours was performed for the 2017-18 application cycle for all applicants, those who self-identiied as underrepresented minorities (URM), non-traditional applicants (with postbaccalaureate or master's coursework), and socioeconomically disadvantaged (SED) applicants reporting low parental employment-occupation scores. The results showed that, in screening this school's applicant pool, metrics-based candidate selection would favor those candidates in the 80 th percentile of GPA and DAT Academic Average (AA) scores. Unless mitigated by other screening factors, reliance on these metrics tended to favor majority, traditional, and non-URM SED applicants. These indings suggested that the new admitted class would likely have fewer dental experience and employment hours than in the overall applicant pool. Interestingly, more non-traditional, SED, and URM applicants could be considered if higher general employment and dental experience hours had more impact in the screening process. These results illustrate the importance of deliberately considering non-cognitive metrics and characteristics to admit a more diverse student body.

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Section: Discussionmentioning

confidence: 99%

Unintended Demographic Bias in GPA/DAT‐Based Pre‐Admission Screening: An Argument for Holistic Admissions in Dental Schools

Chaviano-Moran

Chuck

Perez

2019

Journal of Dental Education

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“…One medical school administered the test to its admissions committee and found that while almost all committee members reported they had no racial bias, faculty had a strong unconscious white preference, and students had a moderate unconscious white preference. The study also found that committee members believed the IAT was helpful in reducing bias and were conscious of their IAT results in the admissions process . Another method to mitigate implicit bias on the selection committee is to ensure that the selection committee has diverse members.…”

Section: Recruiting and Selecting Diverse Applicants While Building Amentioning

confidence: 87%

Racial and Ethnic Diversity in Academic Emergency Medicine: How Far Have We Come? Next Steps for the Future

Boatright

Branzetti

Duong

et al. 2018

AEM Education and Training

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Although the U.S. population continues to become more diverse, black, Hispanic, and Native American doctors remain underrepresented in emergency medicine (EM). The benefits of a diverse medical workforce have been well described, but the percentage of EM residents from underrepresented groups is small and has not significantly increased over the past 20 years. A group of experts in the field of diversity and inclusion convened a work group during the Council of Emergency Medicine Residency Program Directors (CORD) and Society for Academic Emergency Medicine (SAEM) national meetings. The objective of the discussion was to develop strategies to help EM residency programs examine and improve racial and ethnic diversity in their institutions. Specific recommendations included strategies to recruit racially and ethnically diverse residency candidates and strategies to mentor, develop, retain, and promote minority faculty.

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“…Beyond that, the cancer research pipeline is hindered by a number of gateway barriers, a key one being lack of adequate mentorship (17)(18). Empirical evidence of implicit racial bias in medical school admissions (19) and evaluation of students (20), as well as theories of homophily (i.e., the tendency to affiliate with similar others; ref. 21) and aversive racism (i.e., the tendency to avoid interaction with outgroups; refs.…”

Section: Discussionmentioning

confidence: 99%

Does Racial Bias Affect NCI-Funded PIs' Willingness to Mentor Prospective Graduate Students?

et al. 2018

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Audit studies suggest that racial discrimination disadvantages black individuals in educational/professional advancement. We hypothesized that prospective black male doctoral students would experience greater disparity in responses when seeking access to National Cancer Institute (NCI)-funded principal investigators (PI) compared with prospective white males. Primary aim was to explore response and acceptance rates for black versus white men seeking cancer research mentorship. Identical e-mails were sent to 1,028 randomly selected PIs affiliated with 65 NCI-designated cancer centers from "Lamar Washington" (black; = 515) or "Brad Anderson" (white; = 513). Primary outcomes: (i) responses within one week; and (ii) type of response. We used logistic regression to examine effects of condition (black/white) on primary outcomes. Approximately 48.3% and 50.0% of the sample responded to "Lamar" and "Brad," respectively. For responders, 40.9% and 43.7% and "agreed" to meet with Lamar and Brad, respectively. This design did not detect bias by PIs against black prospective male students. .

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Implicit Racial Bias in Medical School Admissions

Abstract: Future directions include preceding and following the IAT with more robust reflection and education on unconscious bias. The authors join others in calling for an examination of bias at all levels of academic medicine.

Cited by 258 publications

References 8 publications

Unintended Demographic Bias in GPA/DAT‐Based Pre‐Admission Screening: An Argument for Holistic Admissions in Dental Schools

Unintended Demographic Bias in GPA/DAT‐Based Pre‐Admission Screening: An Argument for Holistic Admissions in Dental Schools

Racial and Ethnic Diversity in Academic Emergency Medicine: How Far Have We Come? Next Steps for the Future

Does Racial Bias Affect NCI-Funded PIs' Willingness to Mentor Prospective Graduate Students?

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