723 - From Outreach to Opportunity: Strengthening Diversity, Equity, and Inclusion in Interventional Radiology Recruitment Pipelines

Monday, April 13, 2026

5:03 PM - 5:09 PM ET

Abstract Presenter(s)

DC

Dennis Chen, DO (he/him/his)

Interventional Radiology Resident
Temple University Hospital, United States

Author/Co-author(s)

AW

Ashley Woodford, MD

Radiology Resident
Temple University Hospital, United States
KK

Krishna Kinariwala, MD

Interventional Radiology Resident
Temple University Hospital, United States
Brian Tung, MD

Radiology Resident
Westchester Medical Center, United States
WK

William Kasper, MD

Assistant Professor of Clinical Radiology
Temple University Hospital, United States
EC

Emily Cuthbertson, MD

Clinical Professor of Vascular and Interventional Radiology
Temple University Hospital, United States
GC

Gary Cohen, MD, FSIR, FCPP

Chair and Chief of Radiology
Temple University Health System, United States
PG

Perry Gerard, MD, FACR, MBA

Professor of Clinical Radiology
Westchester Medical Center, United States
JM

Jared Meshekow, MD, MPH

Clinical Associate Professor, Vascular and Interventional Radiology
Temple University Hospital, United States

Learning Objectives:

Understand Current Gaps – Identify structural and systemic barriers limiting diversity, equity, and inclusion (DEI) in interventional radiology (IR).

Explore Pipeline Strategies – Evaluate outreach initiatives, mentorship programs, and early exposure programs that improve the diversity of applicants.

Evaluate Measurable Outcomes – Understand how to determine success based on metrics such as applicant diversity, match rates, and long-term retention.

Background: IR is a dynamic, highly specialized field that requires multidisciplinary collaboration, technical skill, and innovation. Despite the specialty's growth, the diversity of its workforce remains behind that of the general medical population. Historically, women and underrepresented minorities (URiM) remain disproportionately underrepresented in IR training programs and leadership roles. A robust recruitment pipeline that emphasizes outreach, mentorship, and equitable access is essential to promote DEI.

Clinical Findings/Procedure Details: DEI in IR recruitment pipelines needs a multi-phase, structured approach:

Early Outreach & Exposure - IR can be introduced to students through shadowing, virtual workshops, and simulation labs through partnerships with high schools, undergraduate programs, and medical student interest groups.

Mentorship & Sponsorship-  Mentorship programs for URiM students and women provide guidance through USMLE preparation, research opportunities, and residency application processes.

Structured Application Support - An inclusive recruitment process including holistic application review, and bias mitigation training for program directors.

Metrics & Continuous Quality Improvement - Monitoring key performance indicators (such as applicant demographics, match outcomes, and retention rates) enables program leaders to iteratively refine pipeline interventions and measure longitudinal success.

Conclusion and/or Teaching Points: Building DEI pipelines in IR recruitment requires intentional outreach, institutional support, and structural change. An effective recruitment strategy integrates early exposure, longitudinal mentorship, and evidence-based strategies that increase representation across the gender, racial, and socioeconomic spectrum. By fostering an inclusive training environment, IR can enhance innovation, patient-centered care, and workforce resilience.