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Purpose of Review <p>Many efforts have been put forward to improve diversity within Physical Medicine and Rehabilitation (PM&amp;R), however, under-represented minorities (URM) in medicine still represent significantly lower percentages of the physician workforce compared with the population in the United States (US). We reviewed the most recent literature on remaining barriers, and examined current trends in the literature that have been effective in improving diversity within PM&amp;R.</p> Recent Findings <p>Bias, discrimination, awareness of the field, geographic location, and diversity in leadership still remain significant barriers for URM recruitment. While successful outreach and pathway programs to improve medical student diversity have shown to be strong predictors of future faculty diversity, there is no data documenting successful programs geared towards PM&amp;R. Mentorship has been shown to be crucial to the retention and advancement of URM faculty. Education on implicit bias, disparities in healthcare and academic medicine, critical evaluations of department diversity initiatives, and adopting holistic residency application review processes are some of the recommendations made by experts in the field.</p> Summary <p>There remain significant gaps in the literature on specific PM&amp;R pathway programs, reporting of LGBTQ + and disabled physician representation in PM&amp;R, and studies proving the efficacy of different endeavors towards improving diversity within PM&amp;R specifically. Various recommendations have been made based on the proven barriers, discrimination, and biases that hinder diversity. However, dedicated studies in PM&amp;R are needed to help prove effective strategies and show our commitment to creating a diverse and equitable field.</p>

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Increasing Recruitment of Under-Represented Minorities in Physical Medicine and Rehabilitation

  • 期刊论文

  • 发表日期：

    2025年4月15日

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  • Ray Espinosa,
  • Miguel X. Escalon,
  • Monica Verduzco-Gutierrez

摘要

Purpose of Review

Many efforts have been put forward to improve diversity within Physical Medicine and Rehabilitation (PM&R), however, under-represented minorities (URM) in medicine still represent significantly lower percentages of the physician workforce compared with the population in the United States (US). We reviewed the most recent literature on remaining barriers, and examined current trends in the literature that have been effective in improving diversity within PM&R.

Recent Findings

Bias, discrimination, awareness of the field, geographic location, and diversity in leadership still remain significant barriers for URM recruitment. While successful outreach and pathway programs to improve medical student diversity have shown to be strong predictors of future faculty diversity, there is no data documenting successful programs geared towards PM&R. Mentorship has been shown to be crucial to the retention and advancement of URM faculty. Education on implicit bias, disparities in healthcare and academic medicine, critical evaluations of department diversity initiatives, and adopting holistic residency application review processes are some of the recommendations made by experts in the field.

Summary

There remain significant gaps in the literature on specific PM&R pathway programs, reporting of LGBTQ + and disabled physician representation in PM&R, and studies proving the efficacy of different endeavors towards improving diversity within PM&R specifically. Various recommendations have been made based on the proven barriers, discrimination, and biases that hinder diversity. However, dedicated studies in PM&R are needed to help prove effective strategies and show our commitment to creating a diverse and equitable field.