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Training and Education

Using a Reproducible Framework to Improve Representation in Interventional Radiology

Location: Concourse Foyer Kiosk

    First Author(s)

  • RF

    Ryan E. Flores, M.D.

    Resident Physician
    University of California, Irvine Medical Center
    Anaheim, California, United States

    • Co-Author(s)

  • KD

    Kevin Dao, MD

    PGY-4 Diagnostic Radiology
    UCI Medical Center, United States

  • RB

    Rebecca Bennett, MD

    Assistant Clinical Professor
    UCI Medical Center
    Orange, California, United States

  • GS

    Gelareh Sadigh, MD

    Associate Professor
    University of California Irvine
    Orange, California, United States

Purpose: Representation in interventional radiology (IR) remains among the lowest of all medical specialties. As of 2023, integrated IR ranked 20th, 21st, and 19th out of 21 specialties for representation of women (22.3%), Black (3.8%), and Hispanic (6.6%) residents, respectively. In 2021, our department launched the Radiology Outreach Committee (ROC) to increase representation through holistic recruitment practices. This study evaluates applicant demographics before and after its implementation.

Methods/Materials: Interventions included blinded application review, diversification of the recruitment committee, implicit bias training for interviewers, programming on ROC activities during open houses, interview days, and second-look events, partnerships with underrepresented minority (URM) organizations, and a paid summer internship. Anonymized data on self-reported gender, race/ethnicity, year matched, and applicant status (interviewed, ranked, matched) were compared pre- and post-implementation (2018–2021 vs 2022–2025).

Results: After ROC implementation, gender minority and URM representation rose across all stages of the process. Among all applicants, female/non-binary representation increased from 18% to 24% (p = .058), and URM representation from 12% to 18% (p = .049). In interviewees, female/non-binary candidates increased from 13% to 28% (p = .003) and URM candidates from 3% to 21% (p < .001). Among ranked applicants, female/non-binary individuals rose from 15% to 33% (p = .003) and URM individuals from 4% to 24% (p < .001). Due to the small sample size, statistical comparisons among matched applicants were limited, though the trends were maintained with female representation rising from 25% (1/4) to 50% (3/6) and URM representation from 0% (0/4) to 17% (1/6).

Conclusions: A strategic, multifaceted recruitment program can expand the applicant pool and improve representation of women and URMs in integrated IR residency programs.