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EMRA Hangout Thursday 4/6 @ 8 PM Eastern (Shared screen with speaker view)
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00:24:21 Ross (Send Me Your ?s): Thanks Vidya! Send your questions to me
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00:27:57 carlm: Can we ask Dr Boatright to adjust his microphone settings? Pretty low on my end
Jennifer Peters
32:55
I recently had a female Emergency Medicine Alumnus discuss with me how she often observed as stark difference in the way her male and female co-workers discussed their salary/asked for a raise (the females being far more docile and less assertive). Is this something you have observed Dr. Choo?
Liz Robinson
40:33
Can you talk about what specific changes your programs have taken to promote diversity?
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00:44:35 NELL: As I went along the interview trail I had many candid conversations with PDs and program leadership about issues they were facing with recruiting URMs. They mentioned things like what Dr. CHoo mentioned about many URMs being turned off that there is no current diversity in their program. They also mentioned not being able to get URMs to even apply to their program because of their location which makes it hard to even be able to interview them. What incentives can these programs provide to get more exposure to URM applicants?
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00:46:36 Ross (Send Me Your ?s): Here is the test Dr. Choo referred to: https://implicit.harvard.edu/implicit/takeatest.html
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00:47:37 ivanova: Thank you for the link Ross
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01:00:45 ivanova: I am curious how diversity initiatives are included through the Residency Match Program since this is an enormous system used for pulling residents into programs past graduation. Especially as Dr. Choo mentioned, even though some programs have great ideas on promoting diveristy, they are sometimes dealt a "match hand" that makes their programs seem not as diverse.
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01:08:15 archana: our program (at UChicago) has the Bowman series - diversity lectures for our residents. We also have a pre-social diversity event before interviews and have a strong presence at SNMA every year
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01:09:45 Ashlea: my prove
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01:11:19 archana: Dr. Choo and Dr. Boatwright, are there any strategies that your programs have found effective in diversity recruitment?
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01:11:35 estherchoo: https://www.aamc.org/initiatives/diversity/learningseries/
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01:12:06 estherchoo: https://www.aamc.org/members/gwims/
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01:12:17 Ashlea: ahhh - My program (Cook County) reaches out to rotating minority students during their rotations and arrange socials. we also reach out to those that have interviewed with phone calls to answer questions or concerns.
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01:12:30 archana: dr. kevin klaur, too!
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01:13:45 archana: we have one conference every year dedicated to this topic at UChicago (LGBT)
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01:17:00 estherchoo: That GWIMS link is the wrong one… hold on
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01:17:42 estherchoo: This is it! Toolkit! https://www.aamc.org/members/gwims/toolkit/343518/toolkithometsr.html
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01:20:02 estherchoo: the AAMC LGBT materials I mentioned...https://www.aamc.org/initiatives/diversity/lgbthealthresources/
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01:20:20 archana: excellent!
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01:20:52 archana: hi Ashlea!
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01:23:13 Michael: Thank you for having this important discussion about equality and diversity. Discussing these topics encourages positive changes. Great talk.
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01:23:21 michellesdavis: Thank you!
Jennifer Peters
01:23:34
Thank you for hosting!
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01:23:34 estherchoo: thanks all!!
Kenny Chang
01:23:48
Thank you everyone for this great talk!
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01:23:49 dowinboatright: Thanks!!!
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01:23:50 ivanova: Thank you for hosting and for Dr. Choo and Dr. Boatright for being on board.
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01:23:50 José Peña: Thank you!!
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01:23:51 Alba G. Meléndez: Thank you so much!
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01:23:55 Michael: #EMdiversity
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01:23:55 Kandria: Thank you!