Before we start, a few assumptions

• This is informative, not prescriptive.
• We can be mindful of our own opinions regarding these issues without being dismissive of the overarching goal—to improve our program for ourselves and our learners.

AAIM Recommendations

Activity

Podcast

AAIM

Guidance for Residency Interviewing - AAIM

https://higherlogicdownload.s3.amazonaws.com/IM/fecab58a-0e31-416b-8e56-46fc9eda5c37/UploadedImages/resources/AAIM_Recommendations_for_Internal_Medicine_Residency_Interview.pdf

https://higherlogicdownload.s3.amazonaws.com/IM/fecab58a-0e31-416b-8e56-46fc9eda5c37/UploadedImages/Documents/resources/Materials_for_Interview_PostInterview_Statement_Manuscript_Final_Website.pdf

Recruitment_training_final.pptx

Promoting Inclusion in the Interview Process

Multiple groups face systemic bias and barriers in the residency interview process, and programs may have troubles demonstrating their inclusion toward these groups.  AAIM acknowledges that this list of recommendations to promote inclusion for various groups in the interview process may not represent all groups.

• Provide education and faculty development for faculty and staff who interact with applicants on interview days to include
  • Decreasing implicit bias
  • Understanding disability laws, visas, and the immigration process
  • Using non-binary pronouns
• Create residency selection committees with diverse representation, including DEI leadership or DEI champions
• During the interview day, emphasize the support for applicants of various backgrounds without singling out any individuals
• Display commitment to inclusiveness (e.g. pronoun displays, highlighting recent programming, provide all applicants with accommodations requests)