Incorporating Inclusive Practices into Postgraduate Recruitment
Saturday, November 11, 2023 from 9:45 AM to 11:15 AM CST at Lone Star Ballroom A4
Available for 1.50 hours of CPE credit
Activity Number: 0217-0000-23-148-L04-P
Activity Type: A Knowledge-Based Activity
This session will provide a compelling case for the need for focused efforts to diversify the clinical pharmacy pipeline, provide a summary of student perspectives on clinical pharmacy career paths and recruitment processes, and describe actionable steps for incorporating inclusive practices into postgraduate program recruitment.
Please note: This session is open to all Annual Meeting registrants and is an elective for the Teaching and Learning Academy. In order to receive Teaching and Learning Academy credit, Academy enrollees must sign in during the session.
Faculty
 | Moderator: Frank North, Pharm.D., M.P.A.
Title: Incorporating Inclusive Practices into Postgraduate Recruitment
Institution: National Pharmaceutical Association | Texas A&M University Rangel Pharmacy
City/State: ,
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 | Speaker: Tyler Marie Kiles, Pharm.D., BC-ADM
Title: Incorporating Inclusive Practices into Postgraduate Recruitment
Institution: University of Texas at Austin College of Pharmacy
City/State: Austin, TX
|
 | Speaker: Jacinda C. Abdul-Mutakabbir, Pharm.D., MPH, AAHIVP
Title: Incorporating Inclusive Practices into Postgraduate Recruitment
Institution: University of California San Diego
City/State: La Jolla, CA
|
 | Speaker: Sally Arif, Pharm.D., BCCP
Title: Incorporating Inclusive Practices into Postgraduate Recruitment
Institution: Midwestern University
City/State: Burr Ridge, IL
|
Learning Objectives
1. Describe the current climate of diversity, equity, and inclusion in colleges of pharmacy and postgraduate training programs.
2. Identify actionable steps for diversifying the clinical pharmacy pipeline.
3. Describe the factors influencing black pharmacy students’ decision to pursue postgraduate training.
4. Identify strategies for postgraduate programs to enhance diversity, equity, and inclusion efforts in recruitment.
5. Identify the potential for bias within components of the residency recruitment process.
6. Describe changes made to the pharmacy residency recruitment process within a major academic medical center to minimize bias and increase DEI.