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Improving Access to Care: Matching Underrepresented Minorities in OB/GYN Residency Programs

Background: A diverse physician workforce is needed to improve access to care for underserved populations, achieve representation of underrepresented minorities (URM) reflecting US demographics, and to improve the culturally competent care provided to patients. Matching URM applicants is imperative to achieving this goal. Previously described interventions include emphasizing URM mentorship, direct communication with applicants, and ‘revisit’ days.

Methods: Records from the 2011-2015 Match at Beth Israel Deaconess Medical Center were reviewed. Based on their self-reported race, applicants were designated as underrepresented in medicine, non-responder or not underrepresented in medicine. Two primary interventions were used to increase the number of URM applicants matched:  1) individual outreach to ranked-to-match URM applicants, and 2) highlighting the diverse communities served throughout the hospital.

Results: Across years reviewed, approximately 11% of interviewees were URM, with the exception of 2013 in which 25% were URM. Following the interventions, there was an increase in the number of URMs raked-to-match (60% in 2014-2015 versus 27-40% from 2011-2012; OR 9.00, p < 0.0045). There was also an increase in the percentage of URMs matched into the program: 0% in 2011-2012 to 16.7% in 2013-2014 (OR 2.65, p=0.57), and 66.7% in 2015 (OR 27.0, p=0.047).

Discussions:

Our experiences suggests that low-cost interventions such as individualized outreach to URM applicants, and highlighting the diversity of the program’s patient population, may increase the number of URMs matched. Further research directly comparing methods across residency programs is needed to determine the most effective and appropriate techniques.

Topics: CREOG & APGO Annual Meeting, 2017, Faculty, Residency Director, Residency Coordinator, Systems-Based Practice & Improvement, GME, Faculty Development,