Why workforce diversity is critically important in physician recruitment

As stated by the AAMC, "Diversity, equity, and inclusion in medical education and the physician workforce is critical for everyone’s health." For recruiters tasked with hiring physicians, investing in more equitable and inclusive practices are essential tools to improve representation in medicine.  

Learn the historical context behind underrepresentation in medicine

Several leading medical organizations have clearly named the importance of understanding the historical context behind current health inequities and the lack of representation in medicine. Both the American Medical Association and the New England Journal of Medicine have reckoned with their history and complicity in racism. Understanding the impact of this history, including that of the Flexner Report, is critical to better understand who continues to be impacted and what solutions might be needed. While we may not be able to provide this full context in a single article, we encourage you to be curious and learn more on this topic.

Inclusive strategies to promote diversity in physician recruitment

1. Expand and Invest in a Diverse Talent Pipeline

To build a diverse workforce, recruiters need to reach out to a wider range of candidates. This involves building long-term, authentic relationships with prominent medical associations like the National Medical Association, National Hispanic Medical Association, American Medical Women's Association and the Association of American Indian Physicians. In addition to these large organizations, recruiters should build relationships with more specialty specific associations like Association of Black Gastroenterologists.

Investing in and developing these relationships includes, but is not limited to email outreach, conference attendance and building rapport with their physician members. Strong relationships with these physician members offers the opportunity to connect with their colleague circles outside of a specific member association. As with all great recruitment efforts, success increases with authenticity and how personal you make it.

2. Create inclusive hiring practices

• Ensuring job description language is inclusive by removing gendered language and unnecessary requirements or jargon
• Monitoring talent pipeline data to ensure candidates form historically marginalized backgrounds have equitable pass-through rates
• Using inclusive communication strategies (i.e. identity affirming tools) to ensure your candidate experience centers respect and dignity
• Ensuring your interview panels include folks from historically marginalized groups
• Reviewing your hiring criteria for flexible requirements that might be excluding  underrepresented candidates
• Ensuring that the workplace culture is inclusive and supportive is key to retaining a diverse workforce.

3. Share professional development and leadership opportunities

Recruiting for diversity is not enough; it’s essential to promote equity and inclusion at all levels of the organization. Offering leadership training, mentorship, and opportunities for professional growth can help ensure that underrepresented physicians are not only hired but are also encouraged to advance in their careers. This approach fosters a more inclusive culture that improves the organization and helps change systemic barriers that often limit career progression for underrepresented groups. Hospitals with diverse leadership are more likely to implement policies that reduce inequities for employees and patients. Sharing how your organization is creating these pathways can be a powerful recruitment tool.
 
Clinician recruiters can be pivotal in shaping  the healthcare landscape. As it continues to evolve with an increasingly diverse patient population, the need for a diverse workforce will also continue to grow, making it imperative for recruiters to prioritize inclusive and equitable hiring practices.

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