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

Abstract

Improving the diversity and representation in the medical workforce requires intentional and deliberate efforts to improve the pipeline and pathway for underrepresented in medicine (UIM) applicants. Diversity enhances educational experiences and improves patient care and outcomes. Through a critical review of the literature, in this article we offer evidence-based guidelines for physician pipeline and pathway programs (PP). Recommendations are provided regarding considerations on the types of programs and surrounding implementation to ensure a sound infrastructure and framework. We believe this guide will be valuable for all leaders and faculty members seeking to grow the UIM applicant pool in our efforts to advance diversity, equity, and inclusion within medicine.

Health Equity and Policy Considerations for Pediatric and Adult Congenital Heart Disease Care among Minoritized Populations in the United States

“…Contributing factors to the lack of URiM individuals in the healthcare field include the cost of education, the insufficient access to tools for academic preparation for medical school admission requirements, the lack of racially or ethnically concordant mentors, the limited exposure to health careers, poor advising, and an implicit bias in the admission process [78]. Data show that physician concordance by race, culture, and language increases the quality of care, patient satisfaction and adherence, and the likelihood of patients participating in preventative care [12].…”

“…Potential solutions: The first solution is to acknowledge the history of systemic racism within medicine and develop programs and strategies that rectify past inequitable recruitment and subsequent training [79]. This may be accomplished by creating and endowing high school and undergraduate pathway programs, supporting policies to secure positions for URiM students, and providing mentorship and sponsorship [21,78]. Another strategy involves alleviating the financial burden of medical education in the U.S. by providing funding for students who attend institutions that primarily serve minority populations, including Tribal Colleges and Universities, Hispanic-Serving Institutions, and Historically Black Colleges and Universities.…”

Identifying the prevalence and characteristics of diversity, equity, and inclusion leaders in academic emergency medicine

“…9,10 Therefore, developing rigorous and generalizable guidelines for the role may ensure that departmental DEI leaders are appropriately acknowledged for their contributions, supported by best practices, and maximally efficacious. [11][12][13] The characteristics and responsibilities of these DEI leaders for EM departments have not yet been studied. In this workforce study, we use data from a national survey to identify the prevalence of academic EM DEI leaders and characterize variation among leaders and their roles.…”

“…Historically DEI leadership positions may be selectively assigned and exact a minority tax 9,10 . Therefore, developing rigorous and generalizable guidelines for the role may ensure that departmental DEI leaders are appropriately acknowledged for their contributions, supported by best practices, and maximally efficacious 11–13 …”

Assessing the impact of a 6-year health sciences enrichment program for underrepresented minority youth on healthcare workforce diversity, career path, and public health

“…In addition to increasing workforce diversity, healthcare pipeline programs have shown numerous positive effects for students, like increased standardized test scores ( 6 ), increased social capital ( 7 ), and meaningful long-term professional impact ( 8 , 9 ). Black and Latinx students are at an educational disadvantage compared to public schools in more affluent areas with access to more resources ( 10 ).…”