Encore Presentations
Monday, October 14, 2024
01:00 PM–02:30 PM
Abstract
Background: One of the greatest challenges faced by our society today is combatting racial and ethnic disparities, particularly in the Unites States’ healthcare system. The existing underrepresentation of racial and ethnic minority groups in the pharmacy industry poses a unique opportunity for an assessment of current recruitment strategies in pharmacists’ training and education to determine if a sustainable infrastructure is in place to continually support diversity, equity, inclusion, and belonging (DEIB). The purpose of this study is to determine the impact of the DEIB- focused strategies implemented within Emory University Hospital’s (EUH) residency recruitment process on the overall diversity seen amongst all residency applicants, those invited to interview, and those who ultimately matched with the program.
Methods: In this single center, retrospective study, demographic data of all candidates who applied to EUH’s post-graduate year 1 (PGY1) pharmacy residency program before and after the implementation of these strategies were assessed. The primary outcome compared the composite diversity of the matched residency class for the intervention group (2022-2023 and 2023-2024) versus the comparator control group (2020-2021 and 2021-2022). Secondary outcomes included composite diversity of the interviewed applicants and the entire applicant pool over the past four years. In addition, current EUH preceptors and PGY1 residents who matched with EUH during the study timeframe were asked to complete a 20-item DEIB-focused questionnaire aimed at gaining insight on their experiences during the recruitment process.
Results: 648 participants were included in the study, with 235 applicants in the intervention group and 285 in the control group. Composite diversity scores of matched residents in the intervention versus the control group were 29 vs. 30 (p value = 0.8525). When comparing the composite diversity scores of all four residency classes, there were no statistically significant differences (p value = 0.6881). Composite diversity scores of the interviewed applicants in the intervention versus the control group were 152 vs. 141 (p value = 0.3177). Composite diversity scores for all applicant pools also lack statistically significant difference between the intervention vs. the control groups (371 vs. 475 respectively, p value = 0.2461). Response rates to the surveys were higher among residents compared to preceptors, 75% vs. 43% respectively. Overall, survey responses indicate positive responses from both residents and preceptors alike. Most of the residents’ responses to the questions pertaining to their experience in the recruitment process as it relates to DEIB, were overwhelmingly positive. Although majority of the preceptors did indicate a positive experience during the recruitment process with their responses, the percentages of positive responses were lower compared to the residents’ responses, as there were more preceptors who responded with strongly disagree or disagree in several items in the questionnaires.
Conclusion: Results of this study show no differences among composite diversity scores among residents who matched at EUH, interviewed candidates, and all applicants before and after the DEIB strategies were implemented. This study provided valuable insight on residents’ and preceptors’ perspectives on the implementation of the DEIB-focused strategies, with results of the questionnaire showing a positive experience for most residents and preceptors. While the study did not find significant differences in diversity scores between the intervention and control groups, the identified areas for improvement in DEIB strategies highlight the need for ongoing assessment and refinement. Continued efforts to enhance awareness and understanding of DEIB strategies among preceptors, coupled with a focus on specific areas identified for improvement, could contribute to a more inclusive and equitable pharmacy residency recruitment process at EUH.
Presenting Author
Marion Javellana PharmDMercer University College of Pharmacy
Authors
Sara Gattis PharmD, BCTXP
Emory University Hospital
Kayla Lawlor PharmD, BCCCP
Emory University Hospital
Anthony Scott PharmD, MBA, FASHP
Emory University Hospital