Opinion & Special Articles: Maximizing Inclusiveness and Diversity Through Virtual Residency Applications and Interviews

Abstract

A diverse workforce is critical to providing high-quality, equitable neurologic care. Many neurologic conditions disproportionately affect Black and Latinx people, but these populations have limited access to neurologic care.1,2 Although healthcare disparities can be reduced with a diverse workforce,3-7 just 2.8% of neurologists are Black and 7.2% are Latinx, compared with the most recent US census with 12.8% of individuals identifying as Black and 18.4% as Latinx.8,9 The gap also exists at the trainee level; 4.4% of neurology residents are Black and 7.2% are Latinx.10 Recruitment of an inclusive residency class is paramount to addressing these inequities.3,5,7,11 A record of 42,508 medical students and physicians applied for residency positions in the United States in 2020–2021, as the application season moved to a virtual format because of the COVID-1912 pandemic. Future residency application seasons will likely be a hybrid of in-person and virtual recruitment. This change presents both unique opportunities and challenges for the recruitment of a diverse and inclusive residency class.13

Evaluating Changes in Family Medicine Applicant Characteristics Following the Onset of Virtual Interviewing

“…Another suggested benefit of virtual interviewing is increased potential for interview equity and inclusion of an increased number of applicants from backgrounds historically URM. 22 Our study found no meaningful increase in URM applicants, interviews offered, or applicants interviewed between in-person and virtual years. We did find a small but statistically significant increase in total URM applicants (1.8%) commensurate with the overall increase of URM medical school graduates (1.3%) during those years.…”

Applicants’ Perspectives on Virtual vs In-person Colorectal Residency Interviews

“…While one study in orthopedic surgery did not find improvement in diversity with virtual interviews, 15 2 recent opinion articles outlined strategies to improve diversity, including the use of virtual interviews. 16,17 As the virtual interview process continues to improve, it will be important to investigate whether applicants would still prefer the in-person experience despite the higher personal cost and stress of coordinating scheduling and traveling.…”

Neuroethics in the Era of Teleneurology

“…[62][63][64] In the realm of postgraduate neurology training, analogous motifs of maximizing inclusiveness and diversity through virtual application and interview processes have been explored, and underscore how the impact of technology on the field of neurology spans beyond clinical interactions and into systems of recruitment and training of the next generation of neruologists. [65][66][67][68] Although the advent of teleneurology carries immense potential to promote the ethical ideals of justice and equity, disparities have been described in access to telehealth technologies and in digital literacy. If not proactively addressed, these disparities may preclude equitable access to teleneurology services across diverse populations and potentially exacerbate pre-existing health care inequalities, particularly among underserved minority populations, elderly patients, and patients with low health literacy or digital literacy.…”

“…62 63 64 In the realm of postgraduate neurology training, analogous motifs of maximizing inclusiveness and diversity through virtual application and interview processes have been explored, and underscore how the impact of technology on the field of neurology spans beyond clinical interactions and into systems of recruitment and training of the next generation of neruologists. 65 66 67 68…”