Strategies and Perceived Barriers to Recruitment of Underrepresented Minority Students in Physician Assistant Programs

Michelle DiBaise · Helen Salisbury · Attila Julius Hertelendy · Richard D. Muma

42 citations0/0 files storedThe Journal of Physician Assistant Education

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Diversity and Career in Medicine Career Development and Diversity Medical Education and Admissions

Abstract

PURPOSE: The purpose of this descriptive cross-sectional study was to identify the characteristics and effectiveness of recruitment strategies for underrepresented minorities (URM) and barriers to URM applicants to physician assistant programs. METHODS: A 108-question survey was e-mailed to 168 physician assistant programs; 36 partial and 67 fully completed surveys were returned. The fully completed surveys were used in the data analysis. Participants were asked about the use of 20 recruitment strategies and the importance of 34 perceived barriers to enrollment of URM applicants. RESULTS: Of the 20 recruitment strategies, only 4 were used by close to 50% or more of programs: site visits (61.2%), preadmission counseling (58.2%), student loans (57.6%), and presentations targeted to minority students (47.8%). Only 9% of programs used enrichment courses, but this strategy was rated as most effective. Of the 34 barriers, the most frequent was low undergraduate grade point average (GPA) (82.5%). Self-reported success in recruitment was correlated with increased URM matriculation. Higher proportion of African American and Hispanic faculty on admissions committees was correlated with increased rates of URM matriculation. According to a similar survey, compared with medical schools, physician assistant programs use URM recruitment strategies less frequently and perceive financial barriers as a larger problem. CONCLUSIONS: The academically competitive physician assistant applicant pool decreases the need for recruitment of all students. Use of GPA and standardized test scores as sole criteria for admission and lack of recruitment of URM students lead to a decrease in diversity. If the physician assistant profession desires to improve student diversity in programs, they should consider using a more holistic approach for the admission process, which may allow for a more flexible and individualized review of applicants.

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2009College Readiness for All: The Challenge for Urban High Schools 2009Pipeline Programs in the Health Professions, Part 1: Preserving Diversity and Reducing Health Disparities 2013Racial and Ethnic Minority Medical Students’ Perceptions of and Interest in Careers in Academic Medicine 2005Progress and pitfalls in underrepresented minority recruitment: perspectives from the medical schools.

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