The Hiring Process
Receiving feedback from DEI Committee members and the company, we broke down and evaluated each step of our hiring process—from finding great talent, through interviewing, case studies, and all the way through the offer.
“AMO's mission affects thousands of students globally. Nearly 4,000 students from all over the world have joined us for educational experiences all over the United States. Through these experiences our students acculturate with patients and healthcare providers in new settings. We see firsthand the benefits of diversity in healthcare and the benefits of being inclusive of all backgrounds and equitable in practices. Patient outcomes are driven by diversity, inclusivity, and equity. Therefore, not only is diversity, equity, and inclusion mission critical to our team, but also to our stakeholders. It is the reason our business exists.”
Kyle Swinsky, CEO
AMO’s initiatives are applicable but not limited to our racial and gender practices and policies, especially as it relates to compensation and benefits, professional development and training, social and recreational programs, every stage of the employee journey, and the ongoing development of a work environment built on the premise of gender and diversity equity.
Committed to paying equitably for equal work and experience
Has programs that support a diverse and inclusive workforce
Committed to paying equitably for
equal work and experience
Has programs that support a diverse
and inclusive workforce
The AMOpportunities team is more than talented; we’re diverse. We know that to get the best ideas and provide the best services, we need people from all backgrounds who have a variety of experiences and can see things from different perspectives. Here’s a look at who’s currently helping change how clinical training is done today.
As part of our vision of building a workplace that mirrors our society, we published a representation goal to maintain having at least 50% of our workforce comprised of underrepresented groups*.
*Underrepresented groups include Women, Black, Latinx, Indigenous, Multiracial, LGBTQ+, People with Disabilities, and Veterans.
AMOpportunities has initiated Diversity, Equity, and Inclusion efforts across various parts of our business model. We have revamped our hiring process to source a more diverse pool of candidates, established demographic metrics to keep our team diversified, and have worked to eliminate barriers for individual growth through a structure of transparency across our company, salary transparency, charity matching, and regular company updates.
Our DEI committee initially utilized feedback surveys to gauge how employees perceived the existing culture and then, through initiative launches, those continued surveys provided a channel to learn of progress. Part of this included the start/stop/continue questionnaires that provide teams with a new framework to improve efficiency by discussing things they would like AMO to start, stop, and/or continue doing in a meaningful way. The pre-meeting suggestions are utilized for our bi-weekly all-company meetings where all employees can ask questions ahead of time. These new tools have led to a more inclusive organization and provide information needed to continually improve DEI together.
Beyond organizational values, DEI also embodies our external company values. It is our mission to make clinical training accessible to everyone of all backgrounds. There is a reason behind why this is so important—diversity, equity, and inclusion in healthcare improves patient outcomes.
The U.S. medical system is suffering from a shortage of physicians especially in rural and underserved areas and especially in primary care specialties (family doctors, internists, OBGYNs). Estimates show the U.S. could be short nearly 43,000 primary care physicians by 2030 and ranks near the bottom of OECD nations in terms of medical graduates per population.
The U.S. relies heavily on immigrant doctors. Today, over 25% of practicing physicians in the U.S. are international medical graduates (IMG), and that number is predicted to rise. IMGs account for 40% of the primary care workforce and 50% of the geriatric's workforce. Further, IMGs are more likely to practice in geographic areas where there are rising physician shortages—such as rural and at-risk urban communities—and see more Medicaid patients than U.S.-trained physicians.
The trainees we work with come from all around the world
Raad always dreamed of traveling to the U.S. He wanted to have a taste of what life would be like on the other side of the world and to know more about the U.S. healthcare system. His AMO clinical experiences were his first time in the U.S.Learn more
Matt problem solved challenges posed by the pandemic by participating in virtual rotations to maximize his medical experiences. Through AMO he completed an online surgical rotation and plans to do others soon.Learn more
Bhageeta graduated from Melaka Manipal Medical College and was recently called for her housemanship program, making her a junior doctor! She chose an AMO clinical experience because she wanted to experience a new culture and see what it’s like to work somewhere else.Learn more
Besmira graduated from the University of Medicine of Tirana and, since then, she’s worked in a family medicine office and rediscovered an interest in academic medicine. She’s now an assistant professor in Albania and is working towards a Ph.D. in Microbiology.Learn more
The DEI committee is championed by AMO team members with diverse identities, positions, and perspectives. Our committee members have different levels of influence and represent a variety of departments at AMO to advocate for initiatives among their teams and throughout the company.
Senior Marketing Director
Chief Revenue Officer
Operations and HR Manager
The committee started its work in Q4 of 2020 by measuring the current culture of AMO around diversity, equity, and inclusion to create a baseline for where AMO was, as well as gain insight on where the whole team wanted the committee to focus. Once our 2021 plan was established and action items were identified, the team went to work. Team meetings were utilized to present actions and updates to the full AMO team as well as monthly anonymous surveys to invite feedback around the work of the committee.
Starting in September of each year, the committee plans to resurvey the AMO team by utilizing the original Diversity, Equity, and Inclusion surveys from the 2020 baseline surveys to continue to measure the company culture and impact of the committee’s work.
The committee intends to utilize the feedback to gain additional insights and ideas from the AMO team to assist in the development of next year’s DEI strategic plans. The committee also utilizes multiple open feedback channels to welcome input from team members to help guide future DEI actions.