July 23, 1999

For several years, the MGH has focused on expanding the cultural diversity of new house officers as a part of a hospitalwide effort to increase diversity. According to Winfred Williams, MD, director of the MGH Multicultural Affairs Office (MAO), departments that made diversity a priority showed considerable improvement this year.

"Our office worked closely with several services in the recruiting process to help attract under-represented minority candidates and convey to them that, not only is the MGH a promising place to train, but it also is committed to supporting physicians of color," says Williams.

As a result of these recruiting efforts, 15 percent of the incoming class for the Department of Medicine consists of physicians of color. Williams attributes this success to the department's commitment to make diversity a priority under the leadership of Dennis Ausiello, MD, chief of the Department of Medicine.

Williams credits the success in recruiting more physicians of color with a concerted effort by several key individuals.

From left, Melton with Kevin Kwaku, MD, a new resident, and Williams at a reception to welcome incoming minority house staff.

According to Williams, Andrea Reid, MD, of the Gastrointestinal Unit, played a pivotal role in the overall recruitment efforts. She is co-chair with Michael Barry, MD, of the Internship Selection Committee for the Department of Medicine and an associate director of the MAO.

"Dr. Reid made a focused attempt to attract candidates of color and was a prominent representative of our efforts and a testament to the commitment of the hospital to increase diversity," says Williams.

Other notable efforts by individuals included pediatrician Ann Beale, MD, MPH, and current minority residents in Pediatrics. "Residents attended dinners, sent letters of welcome to applicants selected for interviews and made themselves available to answer questions about the program," says Beale. "These efforts produced the best minority match results in 10 years." Beale also credits the involvement of Alan Ezekowitz, MBChB, DPhil, chief of MGH Pediatrics, for reinforcing the department's interest and priority in minority recruitment. One third of the incoming class for Pediatrics are physicians of color.

Departmental leadership seems to be the key to a sustained and successful recruitment strategy. "For example, the systematic recruiting process implemented in Psychiatry, along with vigorous outreach, was critical to reaching diversity goals for that department, says Patricia Melton, the new program manager for the MAO. Melton was hired recently to focus on the issue of recruitment and retention of under-represented minority residents at the MGH.

Ernesto Gonzalez, MD, chair of the Dermatology Department's Affirmative Action Committee for the past four years and an associate director of the MAO, says Dermatology has consistently recruited 20 to 30 percent minority residents during the past four years. An advocate for Hispanic issues, Gonzalez welcomes a record number of new Hispanic house officers this year. "This is a historic moment for the hospital, and it reflects the commitment of the administration as well as the hospitalwide Diversity Committee, which is chaired by Dr. Mongan [James J. Mongan, MD, president of the MGH]," he says.

According to Reid, feedback from successful minority candidates about recruiting efforts has been positive. "For some, the attention made a difference for them in selecting the MGH over other places all over the country that were seeking them out," she says. "The individualized contact was helpful in their decision making."

Melton says the MAO is developing initiatives to support minority residents, such as a revised mentoring program and networking opportunities with other physicians of color. "Resident and fellow development are critical steps for junior faculty to advance through the MGH training system, which ultimately is our goal," she says.

Reid concedes that while this year's recruitment was successful, there is more work to be done. "We are on the right track in recognizing that these minority candidates are highly sought after, and we need to go the extra mile to let them know that the MGH is a wonderful place to be," she says.

According to Gonzalez, increasing diversity in all aspects of the MGH is important. "Our expectations will be fulfilled when the demographics of diversity are complemented with the elements of acceptance, and more importantly, with embracing cultural competence and sensitivity in caring for our patients."

Williams adds that even though the MGH has made a hospitalwide commitment to diversity, there still are very few physicians of color recruited in certain departments. "We hope that in the next recruitment season, our office will have an opportunity to work with program directors of other departments in their efforts to attract diverse candidates," he says. "Just looking at the progress we've made this year should send a clear message that we are a useful resource, and we are making inroads hospitalwide."

For information about the Multicultural Affairs Office, call 4-3832.