Status of LGBTQ+ inclusion: Multi-institution Assessment of US Radiology Residencies.

INTRODUCTION: An inclusive residency program is crucial to the recruitment and retention of competitive and diverse applicants. The radiology LGBTQ+ inclusion audit was published in 2022, which provided a roadmap for assessing the inclusivity of a program's policies, facilities, culture, and engagement. In this multi-institutional trial, we detail the results of the LGBTQ+ inclusion audit for nine US radiology residency programs. METHODS: A volunteer cohort of academic radiology programs was recruited through the Radiology Residency Education Research Alliance. The LGBTQ+ inclusion audit was modified to apply to a multi-institutional study. Participating programs performed the audit from December 2023-February 2024. A pre- and post-audit survey were distributed to capture participants subjective assessment of inclusivity at their programs. RESULTS: Nine US radiology residency programs completed the audit. Audit scores ranged from 6/10 to 9/10; no program received a perfect 10/10 score. Inclusive facilities and institutional culture scored highly, with 8/9 programs reporting all milestones met in these areas. The lowest performing areas were department culture and community engagement with only 3/9 and 4/9 programs reporting "all milestones met". After the audit, programs overall reported improved self-perceived inclusivity, with post-audit survey scores increasing in areas related to department policy, inclusive facilities, and LGBTQ community outreach. DISCUSSION: Participating radiology residency programs demonstrated an overall high level of LGBTQ+ inclusivity, however all programs identified inclusion shortcomings in department policy and practice. Intentional review of a department can be a helpful tool to promote a welcoming and healthy environment for a diverse radiology practice.

Women in leadership matters: Achieving diversity in radiology residency recruitment.

RATIONALE AND OBJECTIVES: To assess whether academic radiology departments and residency programs with efforts toward supporting and augmenting Diversity, Equity, and Inclusion (DEI) are associated with a higher proportion of residents from diverse backgrounds. MATERIALS AND METHODS: Program Directors within the Radiology Residency Education Research Alliance were surveyed to gather information about program characteristics, incorporation of diversity in resident recruitment, the sponsoring department's commitment to efforts at expanding diversity, and a summary of their current and past residents, staff and faculty members (academic years 2020 and 2023) with respect to a list of diversity characteristics. RESULTS: Survey response rate was 51 %. Sixty-three percent (15/24) of participating programs have departmental committees dedicated to DEI work; 46 % (11/24) of programs' departments have a Vice Chair for DEI. Sixty percent (15/24) of programs use their social media accounts to advertise their DEI programming efforts. Ninety-six percent (23/24) of programs participating in the survey use diversity factors to select candidates for their program. Women Leadership was associated with above-median diversity of residents and faculty. CONCLUSION: This study of radiology residency programs encourages a more prominent role for women in leadership positions within academic radiology departments to drive diversity and inclusion efforts.