Implicit bias is now recognized as a major contributor to health disparities. In light of this knowledge, the Accreditation Council for Graduate Medical Education (ACGME) has now mandated that residency programs to include implicit bias training for resident physicians . As residency programs develop unique and innovative implicit bias training programs, little to no emphasis has been placed on faculty development about bias, despite knowledge that most physicians hold implicit biases toward the patients they treat. This lack of emphasis is concerning, as we now know from the 2014 CHANGES study studies that learners who are exposed to biased comments from attendings and faculty have increases in their implicit bias over time, as measured by the IAT. The CHANGES study also highlights the importance of diversity in the clinical scenario: medical students exposed to black physician role models were more likely to have decreases in their implicit bias overtime.
This study highlights the need for a diverse physician workforce. Research in hiring and human resources has shown that biases occur during the evaluation and interview process; this may interfere with steps to develop a diverse physician workforce.
Objectives:
- Identify areas of unconscious bias that exist when interviewing residency or fellowship applicants
- Recognize own biases as they relate to interviewing applicants
- Appreciate impact bias has on interviewing
- Describe two strategies to mitigate personal biases in order to eliminate bias in interview evaluations
Faculty:
Dr. Kimberly Reynolds
Dr. Vanessa Durand
Dr. Fatima Gutierrez
Slides
