Recruitment and retention of minority students in a physician assistant program

Garcia, Ronald D.; Fowkes, Virginia

doi:10.1097/00001888-198706000-00004

Cited by 6 publications

(6 citation statements)

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“…As in psychology training programs, the recruitment and retention of minority students has been of continuing concern to educators in other health professions, including medicine, nursing, dentistry, and related fields (Association of American Medical Colleges, 1988; National League of Nurses, 1986; Sanchez-Hucles, Bauman, & Coleman, 1987). Several studies have provided an overview of factors that have led to improved recruitment and retention rates among minority students in particular training programs (e.g., Allen, Nunley, & Scott-Warner, 1988; Garcia & Fowkes, 1987; Quintilian, 1985).…”

Section: Rationale For Conducting the Studymentioning

confidence: 99%

Minority student recruitment and retention practices among schools of professional psychology: A national survey and analysis.

Hammond

Yung²

1993

Professional Psychology: Research and Practice

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Rationale for Conducting the Study Shortages of Minority Clinical Psychology Students and PractitionersThe continued underrepresentation of ethnic minorities at all levels of psychology training and practice and in all subfields is well documented. Recent estimates of all doctoral-level psychologists in the work force show no overall increase in the participation of ethnic minorities over the past 10 years, with census data placing that figure at slightly more than 5% (Kohout & Pion, 1990). Surveys focusing only on the number of ethnic minorities engaged in clinical psychology practice have suggested a representation of between 2% and 5.1% (Hammond, 1988a(Hammond, , 1988b Office of Comprehensive Health Planning, 1989;Stapp, Tucker, & VandenBos, 1985).Data on recently awarded doctorates indicate some progress in improving equitable participation in psychology training programs. Figures from the National Research Council (1988) indicate that 11.4% of clinical psychology doctorates awarded went to ethnic minorities. However, this was less than the percentage of doctorates awarded to minorities in all science and engineering fields (12.1%), in all social science fields (12.7%), in education (14.7%), in business (15.4%), and in the total for all fields (13.8%). Further, demographic projections indicate that by the year 2000 ethnic minorities will constitute about one third of the nation's population (American Council on Education, 1988). Thus, to achieve a more appropriate representation, graduation rates of ethnic minority students would need to triple from their present level.According to current enrollment patterns in clinical psychology training programs, this cannot be expected to happen without significant new efforts to attract, enroll, retain, and graduate substantially larger numbers of minority students. In a recent survey of graduate programs in psychology, the enrollment of minority students in all clinical and other health provider subfields was slightly more then 10% at the doctoral level (Pion, Kohout, & Wickerski, 1989). Schools of professional psychology are a growing source for production of clinical practi-This document is copyrighted by the American Psychological Association or one of its allied publishers.This article is intended solely for the personal use of the individual user and is not to be disseminated broadly.

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Section: Rationale For Conducting the Studymentioning

confidence: 99%

Minority student recruitment and retention practices among schools of professional psychology: A national survey and analysis.

Hammond

Yung²

1993

Professional Psychology: Research and Practice

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“…They also used minority recruiters to visit areas of the state with a high proportion of minority populations. Garcia and Fowkes (1987) used the media to promote the role of physician assistants and a physician assistant training program. Their local newspapers featured special interest articles about minority physician assistants who practiced in their communities.…”

Section: Appendix Minority Recruitment: a Review Of The Literaturementioning

confidence: 99%

Minority recruitment into the genetic counseling profession

Smith

Warren

Misra

1993

Journal of Genetic Counseling

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In the past, genetic counseling training programs have had an abundance of applicants for the number of slots available. They have, however, had a very limited pool of minority applicants. At the June 1992 meeting of the genetic counseling training programs directors the topic of minority recruitment was explored. The resources and recommendations that resulted from this discussion can be used by other medical training programs.

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“…13,14 These single-occurrence outreach programs have had some success recruiting URM applicants and are generally centered on presentations to increase health profession awareness, hands-on workshops, production of literature, and research projects. [15][16][17][18][19] The most successful elements of pipeline programs are longitudinal math and science skills development, mentoring, admission workshops, financial support, standardized test preparation, and exposure to professional options. 15 Anecdotal reports from individual PA, medical, and dental programs have shown success with pipeline recruitment programs; however, pipeline programs are more time intensive to administer than single-occurrence programs.…”

Section: Recruitment Strategiesmentioning

confidence: 99%

“…There is a gap in the PA literature on the types of URM recruitment strategies used by PA programs, 16,18,19 and national trends in URM recruitment in PA programs are unknown at this time. There is a gap in the PA literature on the types of URM recruitment strategies used by PA programs, 16,18,19 and national trends in URM recruitment in PA programs are unknown at this time.…”

Section: Barriers To Urm Recruitment and Enrollmentmentioning

confidence: 99%

Strategies and Perceived Barriers to Recruitment of Underrepresented Minority Students in Physician Assistant Programs

DiBaise

Salisbury

Hertelendy

et al. 2015

Journal of Physician Assistant Education

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The academically competitive physician assistant applicant pool decreases the need for recruitment of all students. Use of GPA and standardized test scores as sole criteria for admission and lack of recruitment of URM students lead to a decrease in diversity. If the physician assistant profession desires to improve student diversity in programs, they should consider using a more holistic approach for the admission process, which may allow for a more flexible and individualized review of applicants.

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Recruitment and retention of minority students in a physician assistant program

Cited by 6 publications

References 0 publications

Minority student recruitment and retention practices among schools of professional psychology: A national survey and analysis.

Minority student recruitment and retention practices among schools of professional psychology: A national survey and analysis.

Minority recruitment into the genetic counseling profession

Strategies and Perceived Barriers to Recruitment of Underrepresented Minority Students in Physician Assistant Programs

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