You’re Biased! Deal With It

Maxfield, Charles M.; Thorpe, Matthew; Koontz, Nicholas A.; Grimm, Lars J.

doi:10.1016/j.jacr.2020.06.028

Cited by 9 publications

(4 citation statements)

References 40 publications

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“…27 , 34 These general tips provide a flexible framework for applicants, but interviewers must be mindful of potential implicit bias, 35 as applicants may present with appearances based on culturally rooted preferences or values that may be unfamiliar to the interviewers. Recognition of implicit bias based on an interviewee's appearance 36 can aid in redirecting an interviewer's focus to the substance of the interview rather than the interviewee's expression of personal identity.…”

Section: During the Interviewmentioning

confidence: 99%

A Framework for the Virtual Medical Interview Process: Considerations for the Applicant and the Interviewer

McCain

Kemp

Baier

et al. 2022

TOJ

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Background: Videoconferencing platforms are being used for the purposes of interviewing in academic medicine because of the coronavirus disease 2019 pandemic. We present considerations applicable to interviewers and interviewees in the virtual space, with a focus on medical school and residency applicants. Methods: We reviewed the literature regarding the virtual interview process for medical school and residency by searching PubMed using the following keywords and terms: “interview,” “academic medicine,” “medical school application,” “residency application,” “virtual interviews,” and “videoconferencing.” Our search identified 701 results, from which we selected 36 articles for review. Results: The garnered information focuses on strategies for optimizing the virtual interview process from the standpoint of both the interviewer and the interviewee. We discuss the advantages and disadvantages of the virtual interview process and present recommendations. Conclusion: While the future of the interview process for medical school and residency is uncertain, virtual interviewing is a common and growing practice that will continue to be at least part of the medical interview process for years to come. Interviewers and interviewees should prepare to adapt to the evolving changes in the process.

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Section: During the Interviewmentioning

confidence: 99%

A Framework for the Virtual Medical Interview Process: Considerations for the Applicant and the Interviewer

McCain

Kemp

Baier

et al. 2022

TOJ

View full text Add to dashboard Cite

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“…Despite investigations into the presence and impact of implicit racial bias in other specialties, 8 similar research among pediatric orthopaedic surgeons is limited. Therefore, the objectives of this study are to (1) evaluate the presence of implicit racial bias among pediatric orthopaedic surgeons using a child-race implicit association test (IAT) and (2) determine if implicit racial bias is associated with differences in clinical decision making using clinical vignettes.…”

mentioning

confidence: 99%

Implicit Racial Bias in Pediatric Orthopaedic Surgery

Guzek

Goodbody

Jia

et al. 2022

Journal of Pediatric Orthopaedics

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Introduction: Racial and ethnic minority patients continue to experience disparities in health care. It is important to understand provider-level factors that may contribute to these inequities. This study aims to evaluate the presence of implicit racial bias among pediatric orthopaedic surgeons and determine the relationship between bias and clinical decision making. Methods: A web-based survey was distributed to 415 pediatric orthopaedic surgeons. One section measured for potential implicit racial bias using a child-race implicit association test (IAT). IAT scores were compared with US physicians and the US general population using publicly available data. Another section consisted of clinical vignettes with associated questions. For each vignette, surgeons were randomly assigned a single race-version, White or Black. Vignette questions were grouped into an opioid recommendation, management decision, or patient perception category for analysis based on subject tested. Vignette answers from surgeons with IAT scores that were concordant with their randomized vignette race-version (ie, surgeon with pro-White score assigned White vignette version) were compared with those that were discordant. Results: IAT results were obtained from 119 surveyed surgeons (29% response rate). Overall, respondents showed a minor pro-White implicit bias (P<0.001). Implicit bias of any strength toward either race was present among 103/119 (87%) surgeons. The proportion of pediatric orthopaedic surgeons with a strong pro-White implicit bias (29%) was greater than that of US physicians overall (21%, P=0.032) and the US general population (19%, P=0.004). No differences were found in overall opioid recommendations, management decisions, or patient perceptions between concordant and discordant groups. Conclusion: Most of the pediatric orthopaedic surgeons surveyed demonstrated implicit racial bias on IAT testing, with a large proportion demonstrating strong pro-White bias. Despite an association between implicit bias and clinical decision making in the literature, this study observed no evidence that implicit racial bias affected the management of pediatric fractures. Level of Evidence: Level IV.

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“…As we navigate how to improve our professional environments, Maxfield and colleagues challenge our understanding of implicit bias and how much it explains ongoing inequities in the radiology profession [7]. They argue that implicit bias is a universal human instinctual characteristic and that overstating the role of implicit bias in causing radiology's professional inequities is unhelpful and distracts from actual causes and real solutions.…”

mentioning

confidence: 99%