AAIM Recommendations to Promote Equity and Inclusion in the Internal Medicine Residency Interview Process.

•Programs should be aware of potential systemic biases impacting certain groups, including those underrepresented in medicine populations, sexual and gender minorities, first-generation or low-income applicants, international medical graduates, and individuals with disabilities.•Programs should mitigate potential biases that arise in the interview process and implement strategies to promote equity and inclusion.•Programs should structure their interviews and scoring systems to reflect the merits and qualities they seek in an applicant. Perspectives Viewpoints•Programs should be aware of potential systemic biases impacting certain groups, including underrepresented in medicine populations, sexual and gender minorities, first-generation or low-income applicants, international medical graduates, and individuals with disabilities.•Programs should mitigate potential biases that arise in the interview process and implement strategies to promote equity and inclusion.•Programs should structure their interviews and scoring systems to reflect the merits and qualities they seek in an applicant. •Programs should be aware of potential systemic biases impacting certain groups, including underrepresented in medicine populations, sexual and gender minorities, first-generation or low-income applicants, international medical graduates, and individuals with disabilities.•Programs should mitigate potential biases that arise in the interview process and implement strategies to promote equity and inclusion.•Programs should structure their interviews and scoring systems to reflect the merits and qualities they seek in an applicant.