Interviewer implicit biases may affect their scoring of candidates, as well as candidates' perceptions of the program
One Stanford University study highlighted perceived program diversity as an important factor that positively influences program ranking decisions for women and underrepresented in medicine (UIM) candidates pursuing surgical training
Invite diverse resident and faculty members to participate in interviews
Consider a visual reminder of strategies to mitigate implicit bias in the interview package for interviewers.
Use standardized, structured interviews, including multiple mini-interviews, that incorporate behavioural and situational questions based on what residents need to do professionally rather than personal attributes.
Use standardized rubrics with anchoring scales for interview evaluation.
Consider asking all candidates how they can contribute and advance EDI initiatives within your program.
In this 3-minute video, Dr. Quinn Caper IV, a leader on EDI in academic medicine and Associate Dean for Faculty Diversity at University of Texas Southwestern, formerly of Ohio State University, describes 4 concrete strategies to reduce implicit bias in the admissions process