323 - Protocol for Enhancing Organizational Excellence: Advancing Diversity, Equity, and Inclusion (DEI) in Physical Medicine and Rehabilitation through Social Media Platforms – Spotlighting Underrepresented in Medicine

Diversity remains a critical challenge in Physical Medicine and Rehabilitation (PM&R), where only 39% of residents are women, and 10% identify as Hispanic or Black¹. A 2017 study revealed significantly reduced odds of representation for African Americans, Hispanics, Asians, and other ethnic groups in PM&R compared to white individuals². There is also a lack of specific data on LGBTQ+ and physiatrists with disabilities within the field. While some progress has been made, much work is needed to ensure PM&R becomes more inclusive and diverse. This protocol aims to enhance mentorship, networking, and representation of underrepresented minorities in medicine (URiM) by spotlighting diverse physiatrists through social media platforms.

Design:

This ongoing quality improvement initiative utilizes Google Forms for data collection due to its ease of use and accessibility. The questionnaire includes multiple-choice, short-answer, and long-answer questions, designed to capture the experiences and backgrounds of physiatrists from diverse demographics. Responses are automatically stored in Google Sheets, enabling real-time data tracking and simplifying management. Spotlights of URiM physiatrists are scheduled for bi-weekly dissemination through email, websites, and social media platforms, depending on the volume of submissions.

Results:

The protocol’s success will be evaluated based on engagement metrics, including the number of spotlight submissions, social media interactions (likes, shares, comments), and feedback from the PM&R community. Regular reviews of the spotlight frequency, submission volume, and engagement levels will guide adjustments to maximize impact. This protocol creates a platform for sharing the diverse experiences of physiatrists, helping to raise awareness of the importance of DEI within the field. 

Conclusions:

By highlighting diverse voices and promoting mentorship and leadership opportunities, this ongoing protocol will support the creation of a more equitable and inclusive future in physiatry. Through increased visibility and connection-building, we seek to inspire underrepresented individuals to pursue careers in PM&R and advance the field’s commitment to diversity.