Abstract
A racial and ethnic diversity gap has been observed between the healthcare workforce and the populations it serves. This gap is especially striking within the genetic counseling workforce, with the most recent Professional Status Survey (PSS) demonstrating 95% White membership. Despite years of documented efforts on behalf of the genetic counseling profession to diversify its workforce, the diversity gap has seen very minimal improvement since the inception of the field in 1969. Notably missing from this research are the voices of genetic counseling training programs. The aim of the study was to survey genetic counseling program directors and program admissions teams to gain insight into their views and perceptions of, and efforts to increase diversity in the profession. Eighty-two program admissions team members participated in our survey. We found that most respondents did not think the genetic counseling profession had advanced enough with respect to diversity (97.5%), and that racial and ethnic minorities were not well represented in the profession (95.1%) or the healthcare field at large (64.2%). Financial considerations emerged as the top-rated barrier to diversity as well as one of the most important factors in increasing diversity. An overwhelming majority (84%) agreed that in order to meet parity in genetic counseling, admissions standards need to be lowered. The majority of respondents (92%) agree that they engage in diversification endeavors and over half (55%) report they perform well in this respect. Respondents rated training programs, NSGC, and genetic counselors as a whole, as bearers of the greatest responsibility for diversifying the workforce. Our findings show considerable support for diversification, though substantial variability in strategies to achieve this. A collaborative approach between stakeholders to implement low cost but high-impact strategies, such as mentorship and educational outreach is recommended.