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Racial and gender-based diversity in medical student applicants, matriculants and graduates has increased over time.1 Underrepresented minority groups, however, continue on the basis of race in medical schools and especially in general surgery residency training programs which lag behind other clinical fields.2 Efforts to increase matriculant diversity require an understanding of the interests, perceptions and experiences of those in minority groups much earlier in the process. The conversation of addressing the underrepresented minority applicant pool cannot be had without facing the systemic racism within our educational system that disproportionately disadvantages minority groups. From public school funding and resources to college preparation, students’ educational experiences vary widely based on race.3 Supplemental pipeline programs exist throughout the country focused on underrepresented minorities to provide science education, career exposure and mentoring. While these programs cannot completely overcome the inequities, there are limited data that shows success in professional development and applying to surgical subspecialities.4 5 Creating a primer for acute care surgery–specific pipeline programs for a variety of educational levels to be implemented locally could be beneficial in increasing diversity in surgical workforce. General surgery residency without question is a tough road with overall attrition at approximately 18% nationwide.6 7 Concerningly, a higher ethnicity-based attrition rate has been shown among Hispanic compared with non-Hispanic residents.7 In a survey of general surgery residents, …