Admission Tutors' Experiences of Recruiting Racially Diverse Trainee Clinical Psychologists

Abstract

Background: Clinical Psychology has made many attempts to discuss and increase racial diversity in its profession for more than 30 years. Previous research focused mainly on the factors preventing applicants meeting the selection criteria (e.g., lower A level grades, less NHS experience). Currently, White females make up 88% of the profession, which indicates a level of change is needed for the profession to present more racial inclusivity. The focus of the selection process of Doctorate courses in Clinical Psychology (DClinPsy) has increased in recent years due to an increase in funding of NHS funded places. However, little research exists about what the different selection criteria are across courses and also the experiences of admission tutors recruiting racially diverse trainees. Aim: This study had two aims: (1) To investigate what are the different selection criteria used at application shortlisting stage by courses across the UK (2) To explore the experiences of admission tutors recruiting racially diverse trainees. Method: A mixed methods approach was used to address both research aims. An online survey as well as semi-structured interviews were used to gather the data. Survey results were analysed by an online survey software, whereas qualitative data was analysed using Reflexive Thematic Analysis. Results: Survey results found there was similarity across courses in terms of different aspects of their selection criteria. However, there were differences in academic attainment requirements, the use of a points system to rate applications and number of years required for selectors to shortlist application forms. In terms of main themes developed from reflexive Thematic Analysis, these are: (1) I want to do a good job; (2) Seeing is Believing; (3) It’s everybody’s business and it’s everybody’s responsibility. Conclusion: The study illustrated that various aspects of the selection process impacted underrepresented racial groups applying for training. The impact of the profession's lack of racial diversity, systemic barriers and incidences of overt discrimination all indicated change was required within the selection system. Implications: The study highlighted that further research into the biases of selectors could help to improve fairer selection experiences and outcomes. The study reported that further support from external systems such as the NHS and professional bodies could aid DClinPsy courses implementing greater change to increase racial diversity into the profession.