A framework for optimizing diversity, equity, inclusion, and belonging in pharmacy residency recruitment for underrepresented minorities.

The article provides a framework for optimizing residency recruitment to increase diversity, equity, inclusion, and belonging (DEIB) while also minimizing opportunities for bias. It provides considerations for prerecruitment, rubric criteria, letters of reference (LORs), letters of intent (LOIs), interview process, rank processes, and postmatch processes. Suggestions to minimize bias and optimize diversity in the application process are offered.