Anti-Black racism is a specific form of racism directed at Black people. In healthcare, there are poignant examples of anti-Black racism in the recruitment, selection, and retention stages of the job cycle. Research shows that anti-Black racism is associated with inequitable work outcomes and the under-representation of Black physicians. However, empirical findings are scattered with no organizing framework to consolidate these findings. To add to the literature, in this paper we present the attraction-selection-attrition (ASA) model (Schneider, 1987) as an organizing framework to discuss Black physicians’ experiences with anti-Black racism and discrimination throughout their careers. We draw from previous literature to highlight specific experiences of Black physicians at each stage of the job cycle (i.e., attraction, selection, retention), and we offer considerations on how practitioners can mitigate anti-Black racism throughout the job cycle. In the wake of COVID-19 and highly publicized social justice movements, healthcare systems are seeking ways to increase the recruitment, selection, and retention of Black physicians to ensure health equity. We believe this guide will be valuable to practitioners, leaders, researchers, and program directions seeking to advance diversity, equity, and inclusion of Black physicians in their healthcare systems. We conclude by providing practical implications and directions for future research.

反黑人种族主义是针对黑人的一种特定形式的种族主义。在医疗保健领域，在工作周期的招聘、选拔和保留阶段存在反黑人种族主义的尖锐例子。研究表明，反黑人种族主义与不公平的工作成果和黑人医生的代表性不足有关。然而，实证结果分散，没有组织框架来巩固这些发现。为了补充文献，在本文中，我们提出了吸引-选择-消耗 (ASA) 模型 (Schneider, 1987) 作为一个组织框架，以讨论黑人医生在整个职业生涯中的反黑人种族主义和歧视经历。我们借鉴以前的文献来强调黑人医生在工作周期的每个阶段（即吸引、选择、保留）的具体经历，我们提供有关从业者如何在整个工作周期中减轻反黑人种族主义的考虑。在 COVID-19 和广为人知的社会正义运动之后，医疗保健系统正在寻找方法来增加黑人医生的招聘、选择和保留，以确保健康公平。我们相信本指南对于寻求促进黑人医生在他们的医疗保健系统中的多样性、公平性和包容性的从业者、领导者、研究人员和项目方向而言将是有价值的。最后，我们为未来的研究提供了实际意义和方向。并保留黑人医生以确保健康公平。我们相信本指南对于寻求促进黑人医生在他们的医疗保健系统中的多样性、公平性和包容性的从业者、领导者、研究人员和项目方向而言将是有价值的。最后，我们为未来的研究提供了实际意义和方向。并保留黑人医生以确保健康公平。我们相信本指南对于寻求促进黑人医生在他们的医疗保健系统中的多样性、公平性和包容性的从业者、领导者、研究人员和项目方向而言将是有价值的。最后，我们为未来的研究提供了实际意义和方向。