This week, more than 20,000 US medical school graduates will find out if they were admitted to residency programs.
The class of 2023 is among the best performing college students, with a GPA of 3.77 and entrance test scores in the 84th percentile, according to the Association of American Medical Colleges. They have completed core competency training in science, math, and history as well as completed hours of clinical training. Many people have contributed to medical research.
By most metrics, these graduates have completed one of the most rigorous training programs in higher education. They are now licensed and ready to enter the workforce with expertise in how the kidneys filter toxins out of the blood and how to manipulate adrenergic receptors with drugs to control the patient’s blood pressure. shock, for example.
But despite years of efforts to diversify the medical field, this group of newly trained doctors still doesn’t reflect the nation’s racial and ethnic diversity. According to AAMC data, about 11% of graduates are Latino, 9% are black, and 1% are Native American. Nearly 19% of US residents are Latino or Hispanic, 14% are black, and 1.5% are Native American as of 2020, census data shows.
Medical schools have promoted diversity and used strategies to increase the number of minority students admitted. Schools have created training placements for minority residents, conducted outreach to high schools and universities, and created need-based scholarships. They have also established implicit bias training courses and established diversity, equity, and inclusion programs.
However, over the past 10 years, the number of Black medical students has increased by only 2 percentage points and the number of Hispanic students has increased by 3 percentage points, while the number of Native American students has remained virtually unchanged. , AAMC data shows. At this rate, it will take decades to produce a class of medical students as diverse as the general population.
The medical school’s diverse efforts fail to address the structural shortcomings that disproportionately affect Blacks, Latinos, and Native Americans. The pending Supreme Court decision that could rescind affirmative action programs could make things more difficult. An analysis of interviews with 39 medical school admissions deans published last month by researchers from the University of California, Davis and the University of Minnesota found that significant reforms are needed to increase the human supply. colored skin with a medical degree.
“Without such action, calls for racial equity will likely remain and racial segregation among healthcare facilities will continue,” the authors write. The report says that medical school admissions place too much importance on entrance exam scores and college GPA, and current accountability structures make change unlikely.
Medical school principals told the researchers that the metrics they used predicted success in classes and in licensing exams, but acknowledged that structural disadvantages contributed to the scores. lower among minority students. Those measures are also used by US News and World Report to rank medical schools, the report says, which incentivizes admissions to prioritize them. “If that rank is important to your institution, then test scores and GPA must be very important to you,” said Dr Kimberly Vinson, associate dean of diversity affairs at Vanderbilt University School of Medicine. with that organization. But doing well on tests doesn’t necessarily make someone a good doctor, she said.
“Diversity drives innovation and excellence, but we must also be able to take care of the community. And to do that, our profession must represent the communities we serve, Valerie Parkas, associate dean of admissions and recruitment said the Icahn School of Medicine at Mount Sinai.
Medical schools have moved to what is known as a “comprehensive review” the process of considering external academic factors to increase diversity among their students.
Parkas said the Icahn School of Medicine considers race, ethnicity, gender and where applicants grew up in admission decisions. She said the application process also addresses students’ socioeconomic status and asks questions related to justice, community service, commitment to advocacy, leadership, teamwork and learning. lifelong practice.
Icahn offers alternative pathways to medical school, including an early guarantee program called “Flex Med” that accepts college sophomores into its medical program without an entrance exam. They also have a program for military veterans, who often have different training experiences before entering medical school.
“We’re thinking about people who come from a different profession and have a different kind of lens and a different set of experiences, which adds class,” says Parkas.
The study also found that legacy students — those with political or monetary ties — still had priority admissions. A similar, more common advantage exists among students born into families with high levels of social capital, who often receive more assistance in navigating education systems and applying for admission. sign. For example, students whose families are doctors are more likely to enroll in medical school because they have help from people who are knowledgeable about the process, Vinson said.
“If your parents were doctors, then you probably know all the things you need to do to be a competitive medical student or a competitive candidate,” says Vinson. “But someone like me, the first in her family to attend medical school, I have no knowledge of that family.”
Vinson says healthcare companies and higher education institutions should increase opportunities for mentoring, scholarships and other academic resources to build clinical career paths for people from these communities. has not been served. Medical schools should also acknowledge race as a factor in admissions decisions and employ more diverse faculty, the UC Davis-U of M report concludes.
Employers must also focus on retaining doctors from racial and ethnic minorities in the workforce, said Dr. Robert Higgins, president of Brigham and Women’s Hospital in Boston. motion.
To combat racial prejudice against doctors of color in the workplace, Brigham and Women’s Hospital is running tacit bias training courses, says Higgins, trying to create a work environment. More support and career paths to diversify clinical teams and leadership. Building diversity within organizations can also inspire younger generations to seek a career in medicine, says Higgins. “You can’t be what you can’t see,” he said, quoting the founder of the Children’s Defense Fund, Marian Wright Edelman.
At the same time, everyone has a responsibility to support disadvantaged students and colleagues through opportunity, mentoring, and funding, and healthcare organizations need to develop a culture that fosters growth. growth and diversity of the workforce, says Higgins. “You have to have role models in your environment, who may have similar life experiences, they may have different life experiences, but they are willing to share their time, energy, support. their support as you go through the process training,” he said.
