Opportunity for Increasing Applicant Diversity in Gynecologic Oncology Fellowship Programs

Document Type

Abstract

Publication Date

11-1-2024

Abstract

Objectives: Healthcare inequity describes differences in access to medical care between population groups. Minimizing the care gap by improving access to care for historically minoritized populations requires a multifaceted approach; increasing diversity in the healthcare workforce can lead to improvements aimed at minimizing inequity. Fellowship training programs in gynecologic oncology serve as the gatekeeper for the workforce of gynecologic oncologists. Efforts to improve diversity at the fellowship level are needed to increase the diversity of practicing physicians. This study aimed to assess gynecologic oncology fellowship websites for information emphasizing the commitment to diversity and inclusion in hiring practices and identify opportunities for improvement. Methods: All ACGME (Accreditation Council for Graduate Medical Education)- accredited gynecologic oncology programs in the United States accepting obstetrics and gynecology residency graduates were included in this study (n = 64). The Society of Gynecologic Oncology (SGO) website was used to locate 64 fellowship websites. Two reviewers searched 64 websites to assess program criteria relating to program description, fellow/faculty/alumni information, and inclusion of diversity and inclusion statements in hiring practices. Results: All 64 Gynecologic Oncology programs included in the study had a fellowship program website, and all websites (100 %; n = 64) included content regarding program overview or description. Programs met the criteria for positive commitment to diversity in hiring practices either by the presence of a statement on the fellowship website itself or by direct reference (via hyperlink) to the institution’s hiring practices. Overall, 40 % (n = 26) of programs met the criteria for inclusion of a diversity statement by the above description; 63 % of programs (n = 40) included a statement on their website addressing their commitment to minimizing healthcare disparities that impact the unique populations served by their institution. Finally, website content was evaluated for inclusion of current and past department members. Faculty information (81 %) was more commonly included on websites than fellow (77 %) or alumni (41 %) information. Conclusions: Increasing diversity in the healthcare workforce requires intentional, systematic effort. To address issues of diversity and inclusion, the ACGME previously announced standardized guidelines requiring programs to implement policies aimed at recruiting and retaining a diverse and inclusive workforce of residents and faculty. This study analyzed the current state of diversity-oriented recruitment efforts in gynecologic oncology fellowship programs; several opportunities exist for improving recruitment efforts. Programs should consider the development of a diversity-oriented recruitment strategy if one does not currently exist. The inclusion of a statement of commitment to diversity in hiring practices may aid in increasing diversity in the gynecologic oncology workforce through demonstration of a program's commitment to providing equal opportunity to hire, support, and advance physicians through their careers. An additional opportunity to encourage diversity amongst residents seeking gynecologic oncology fellowship training is the inclusion of fellows, alumni, and faculty information to demonstrate the effects of strategies already being implemented in recruitment and training processes.

Publication Title

Gynecologic Oncology

Volume

190

Issue

Supplement 1

First Page

S132

Last Page

S133

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