Purpose: Assess important factors in the residency application and match process for recruitment of OBGYN trainees underrepresented in medicine (URiM)
Background: ACGME has implemented requirements to cultivate a diverse workforce. Little is known regarding program selection among URiM applicants. We sought to identify factors in the recruitment and match process among OBGYN URiM trainees compared to their peers.
Methods: Class of 2025 OBGYN residents were surveyed. Participants were recruited by email and social media posts. Factors impacting program selection were scored 1-5 (1=not important, 5=extremely import). Data are presented as median (interquartile range).
Results: Of the 86 respondents, 24% (21/86) identified as URiM. When assessing factors that positively impacted the decision to rank programs top 3, compared to non-URiM applicants, URiM respondents ranked diverse patient populations (4 (3 – 5) vs. 5 (4 – 5)), diversity initiatives (3 (2 – 4) vs. 5 (4 – 5)), inclusion initiatives (3 (2 – 4) vs. 5 (4 – 5)), advocacy initiatives (3 (3 – 4) vs. 4 (3 – 5)) and faculty that were reflective of their own identities (3 (2 – 4) vs. 5 (4 – 5)), respectively, all p< 0.05 significantly more important. URiM respondents ranked employment opportunities for significant other less important than non-URiM respondents (1 (1 – 2) vs. 3 (1 – 5), respectively, p=0.02).
Discussions: Significant differences exist regarding factors that influence URiM applicants’ top ranked residency programs when compared with non-URiM respondents. Further research is necessary to understand the impact of such factors to effectively recruit URiM trainees.
Topics: CREOG & APGO Annual Meeting, 2023, Student, Resident, Faculty, Residency Director, Residency Coordinator, Systems-Based Practice & Improvement, Interpersonal & Communication Skills, GME, UME, Advocacy,
