Offer implicit bias training to all members of your selection committee, recognizing that such training has not been demonstrated to change behaviour and that such training may be more useful to inspire reflection and discussion.
Consider this 20-minute online seminar from the Association of American Medical Colleges (AAMC): "The Science of Unconscious Bias and What To Do About it in the Search and Recruitment Process"
Consider asking selection committee members to complete Harvard implicit association tests available here.
Ensure members of the selection committee understand your program's vision toward EDI issues, and consider designating a selection committee member as your program's diversity champion.
Recruit underrepresented in medicine (UIM) residents and faculty to participate in your selection committee and act as interviewers. Consider inviting faculty or respected community members from UIM groups from outside your specialty.
Ask your selection committee to describe its ideal resident. Highlight that many of these qualities may not be measured by traditionally valued academic criteria, such as clerkship grades, standardized test scores, or number of research publications.
"We should just choose the best candidates. I don't see race or colour."
Consider reframing this as seeing the applicant's resilience in overcoming societal barriers imposed by racism.
Think of the "best" candidates in terms of the journey travelled to where they are today.
"Should we really be giving special consideration because someone is from a particular background or identifies in a particular way? What does that have to do with their ability as physicians? Doesn't this just lower our bar?"
Reframe diverse perspectives and lived experiences as valuable skills for physicians and for your program
"Isn't this reverse discrimination?"
Consider sharing this 3-minute Youtube video