Diversity in Radiology

Mount Sinai was named one of the 2016 top 5 "Hospitals and Health Systems" by Diversity Inc. Our residency is doing our part to support the institutions diversity goals.


The case for diversity:

While there are many reasons to encourage diversity in the health care workforce, one of the most compelling is:

In 2002 the Institute of Medicine published "Unequal Treatment: Confronting Racial and Ethnic Disparities in Health Care". In 2004 the IOM published "In the Nation’s Compelling Interest: Ensuring Diversity in the Health-CareWorkforce". This report noted that one way to reduce racial and ethnic disparities in health care is to increase the diversity of the Health-Care workforce.

The Association of American Medical Colleges (AAMC) is doing its part to improve the diversity of medical students and has a section of its website devoted to the topic https://www.aamc.org/initiatives/diversity/

The ACGME compiles statistics on diversity amongst the various residencies. Across all residencies between 2013-2014, only 9.3% of residents were underrepresented minorities (versus about 20% in the US population) and 44% were women. Within the field of Radiology, only 5.2% of residents were underrepresented minorities and 26% were women. The ACGME has asked Dr. Kagetsu to serve on their recently created Diversity Task Force.

What can we do to improve diversity in Radiology?

  • Radiology should be promoted during third year medical clerkships as a field that embraces diversity, and be presented as a career option to all students, including underrepresented minorities and women.
  • Radiology program directors should review and be mindful of the percentage of underrepresented minority applicants and women that have applied, are invited to interview, interviewed, ranked, matched, and retained.
  • Program directors should learn about unconscious bias and holistic review and then share this with their interview team.
  • Program directors should consider the use of less biased interview techniques, such as a structured interview, which reduces unconscious bias and is a fairer method of evaluating applicants.
  • Program directors should be mindful of how residents are chosen for leadership positions. e.g. if a review of the last 5 years shows that there have been no women chief residents, one could ask why??
  • Participate in social media to promote diversity.
  • Get involved in diversity activities at your hospital, e.g. Diversity Councils, Employee Resource Groups.

 As the 2004 IOM report states:

 “Knowing is not enough; we must apply.

Willing is not enough; we must do.”

—Goethe


Programs for interested Medical Students

Mount Sinai encourages underrepresented minority students to consider electives at Mount Sinai through their VEPSUM program:

https://erap.mssm.edu/Public/VEPSUM.aspx


Additional Resources:

NIH

The NIH has many resources devoted to diversity. They support "the science of diversity".

https://diversity.nih.gov/


Mount Sinai

Message on diversity by Dean Charney

http://icahn.mssm.edu/about/diversity/dean


Disparities:

Article posted 715/16 on the Commonwealth Fund website:

http://www.commonwealthfund.org/publications/blog/2016/jul/closing-the-equity-gap


Unconscious Bias:

An article in the Harvard Business Review by Howard Ross, expert on Unconscious Bias (thanks to Pam Abner, Mount Sinai Office of Diversity and Inclusion, who gave me this reference):

https://hbr.org/2015/04/3-ways-to-make-less-biased-decisions

From Fast Company

http://www.fastcompany.com/3037359/strong-female-lead/how-unconscious-bias-affects-everything-you-do

Facebook has made their resources available on line:

https://managingbias.fb.com/

NIH has resources related to mitigating bias as well.

https://diversity.nih.gov/sociocultural-factors/unconscious-bias



The AAMC website has resources on unconscious bias:

 https://www.aamc.org/initiatives/diversity/322996/lablearningonunconsciousbias.html

Interesting reference from some Boston colleagues:

http://www.brighamandwomens.org/Medical_Professionals/career/CFDD/Images/UnconciousBiasTipSheet.pdf


Holistic Review:

From the AAMC website:

https://www.aamc.org/initiatives/holisticreview/

From the New England Journal of Medicine:

http://www.nejm.org/doi/full/10.1056/NEJMp1300411


Mindfulness:

An organization that uses mindfulness techniques to reduce unconscious bias is Be More (They are based in New York City and made a presentation at a recent ACGME meeting):

http://www.bemoreamerica.org/

Another article from the Harvard Business Review that supports the use of mindfulness techiniques: 

https://hbr.org/2014/12/mindfulness-mitigates-biases-you-may-not-know-you-have

Interesting article oMindfulness-Based Color Insight Practice 

http://greatergood.berkeley.edu/article/item/how_mindfulness_can_defeat_racial_bias

Interesting article on the intersection of minfulness and unconscious bias training:

https://hbr.org/2017/01/how-mindfulness-helped-a-workplace-diversity-exercise




A presentation addressing the issue of disparity in residencies created by UPMC: 

https://www.acgme.org/acgmeweb/Portals/0/PDFs/2015%20AEC/Presentations/SES086.pdf


"Why diversity matters in Radiology" a 2014 article from "Health Imaging"

http://www.healthimaging.com/topics/practice-management/why-diversity-matters-radiology


AUR 2016


We also had a poster presentation at AUR 2016:

Diversity and Imaging 3.0: Is There an Alliance

Diversity.pdf

The session I moderated at the 2016 AUR meeting on now on-line:

https://www.youtube.com/watch?v=-fu82fBVoCs



I would be interested to know what you think about this page.
Please e-mail me at nolan.kagetsu@mountsinai.org

follow me on twitter @nkagetsu