Institution buy-in is crucial to retaining diverse urology residents

In this video, Alexandra Tabakin, MD, discusses how urology program can recruit and retain diverse residents. She is first author of the Urology paper “Increasing Diversity, Equity, and Inclusion in Urology Residency Recruitment: Recommendations from the Society of Women in Urology.” Tabakin is a fellow in female pelvic medicine and reconstructive surgery at the Donald and Barbara Zucker School of Medicine at Hofstra/Northwell, Great Neck, New York.

Transcription:

How can residency programs ensure they have the resources and support structures in place to retain diverse talent over the long term?

It's one thing to recruit diverse talent, but it's really another thing to retain it. Ultimately, this all goes back to a program's mission and institutional buy-in. Programs and supporting institutions really have to see DEI work as being meaningful, and understand that cultivating a culture of inclusivity goes beyond recruiting new residents, and really also entails integrating DEI principles into the existing residency program. As far as specific things, programs need to ensure that trainees are well supported and have access to dedicated mentorship. Additionally, program leadership should focus on recruiting diverse faculty and other talent into their departments. They may also want to consider doing things like mandatory bias training and then of course, asking for feedback and integrating it where possible.

This transcription was edited for clarity.