TABLE 1.

Preinterview overarching themes, challenges, and potential solutions for recruiting URiM and SGM students to emergency medicine.

Overarching theme	Challenge	Potential solution
Messaging and visibility	Overcoming regional/geographic reputation	Focus on the hospital's, health system's, or overall institutional reputation and define DEI broadly Leverage institutional social media accounts to showcase greater URiM and SGM representation across programs
Messaging and visibility	Representation on social media Communicating nuanced aspects of DEI culture Identifying pain points	Get Involved with affinity groups (SNMA/LMSA/MSPA) Create a “diversity spotlight” or informational brochures highlighting personal stories Create a DEI website highlighting educational initiatives, scholarly work, and community engagement Spotlight residents and faculty in leadership roles, especially if DEI related (i.e., DEI chief resident)
Messaging and visibility	Showcasing “unseen” aspects of diversity (e.g., first‐generation, faith‐based)	Engage in mentoring of URiM and SGM populations/affinity groups Advertise program at SNMA/LMSA Task social media committee with portraying “unseen” aspects of diversity
Messaging and visibility	Avoiding “tokenism” of URiM and SGM residents, faculty, and staff	Depict a diverse array of faculty and residents on websites and social media Engage a diverse group of faculty and residents in the recruitment process Send diverse representation to regional and national residency fairs
Funding and support	Obtaining DEI funding and support at the institutional level	Seek grant or external funding opportunities Lobby departmental leadership to allocate DEI‐specific funding
Funding and support	Minority tax or burden for those taking on DEI efforts	Incorporate financial and/or promotion incentives to faculty for participating in DEI work Approach residents on “lighter” rotations first to help preinterview recruitment efforts rather than targeting specific URiM and SGM individuals
Funding and support	Cost constraints limiting URiM and SGM student participation in in‐person recruitment events, visiting clerkships, and interview day	Offer scholarships to URiM and SGM visiting students Provide the option of virtual or in‐person interviews Engage alumni in funding scholarship opportunities for URiM and SGM students

Abbreviations: DEI, diversity, equity, and inclusion; LMSA, Latino Medical Student Association; MSPA, Medical Student Pride Alliance; SGM, sexual and gender minority; SNMA, Student National Medical Association; URiM, underrepresented in medicine.