Closing the Gender Pay Gap in Medicine

Gottlieb, Amy S.; Jagsi, Reshma

doi:10.1056/nejmp2114955

Cited by 29 publications

(23 citation statements)

References 2 publications

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“…Women had a lower mean total compensation compared with men. The sex-related pay gap is reported to exist across practice types, specialties, and ranks (15)(16)(17). Fewer productivity-based bonuses, fewer promotions, negative performance evaluations, and fewer leadership opportunities for women physicians have been touted as reasons for this sex-related pay gap (15).…”

Section: Discussionmentioning

confidence: 99%

Survey of Salary and Job Satisfaction of Transplant Nephrologists in the United States

Singh

Doshi

Schold

et al. 2022

CJASN

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Background and objectivesThere are no standardized benchmarks to measure productivity and compensation of transplant nephrologists in the United States, and consequently, criteria set for general nephrologists are often used.Design, setting, participants, & measurementsA web-based survey was sent to 809 nephrologists who were members of the American Society of Transplantation to gather data on measures of productivity, compensation, and job satisfaction. Factors associated with higher total compensation and job satisfaction were examined.ResultsOf 365 respondents, 260 were actively practicing in the United States and provided data on compensation. Clinical productivity was assessed variably, and although 194 (76%) had their work relative value units (wRVUs) reported to them, only 107 (44%) had an established RVU target; 234 (90%) had fixed base compensation, and 172 (66%) received a bonus on the basis of clinical workload (68%), academic productivity (31%), service (32%), and/or teaching responsibility (31%). Only 127 respondents (49%) filled out time studies, and 92 (35%) received some compensation for nonbillable transplant activity. Mean total compensation (base salary and bonus) was $274,460±$91,509. The unadjusted mean total compensation was higher with older age and was higher for men; Hispanic and White respondents; adult care transplant nephrologists; residents of the western United States; US medical school graduates; nonuniversity hospital employees; and those with an administrative title, higher academic rank, and a higher number of years in practice. Two hundred and nine respondents (80%) thought their compensation was unfair, and 180 (70%) lacked a clear understanding of how they were compensated. One hundred forty-five respondents (55%) reported being satisfied or highly satisfied with their job. Job satisfaction was greater among those with higher amounts of compensation and US medical school graduates.ConclusionsWe report significant heterogeneity in the assessment of productivity and compensation for transplant nephrologists and the association of compensation with job satisfaction.

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Section: Discussionmentioning

confidence: 99%

Survey of Salary and Job Satisfaction of Transplant Nephrologists in the United States

Singh

Doshi

Schold

et al. 2022

CJASN

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“…The traditional compensation model for employees includes a formula for base salary (using national benchmark data) with additional rewards for productivity, seniority, and leadership. The structural inequities at every level of compensation perpetuate further disparity, as earning potential is diminished in all potential areas of compensation ( 27 ). A significant difference often exists between the low and high end of base-salary wages during the initial hiring phase, with less successful negotiations well documented amongst women physicians ( 28 ).…”

Section: A Field Of Unequitable Compensation and Opportunitiesmentioning

confidence: 99%

Moving the Needle Toward Fair Compensation in Pediatric Nephrology

et al. 2022

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Remuneration issues are a substantial threat to the long-term stability of the pediatric nephrology workforce. It is uncertain whether the pediatric nephrology workforce will meet the growing needs of children with kidney disease without a substantial overhaul of the current reimbursement policies. In contrast to adult nephrology, the majority of pediatric nephrologists practice in an academic setting affiliated with a university and/or children's hospital. The pediatric nephrology service line is crucial to maintaining the financial health and wellness of a comprehensive children's hospital. However, in the current fee-for-service system, the clinical care for children with kidney disease is neither sufficiently valued, nor appropriately compensated. Current compensation models derived from the relative value unit (RVU) system contribute to the structural biases inherent in the current inequitable payment system. The perceived negative financial compensation is a significant driver of waning trainee interest in the field which is one of the least attractive specialties for students, with a significant proportion of training spots going unfilled each year and relatively stagnant growth rate as compared to the other pediatric subspecialties. This article reviews the current state of financial compensation issues plaguing the pediatric nephrology subspecialty. We further outline strategies for pediatric nephrologists, hospital administrators, and policy-makers to improve the landscape of financial reimbursement to pediatric subspecialists. A physician compensation model is proposed which aligns clinical activity with alternate metrics for current non-RVU producing activities that harmonizes hospital and personal mission statements.

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“…[10][11][12] Structural solutions are essential to ensure that the service that is disproportionately expected of these individuals is recognized, valued, and compensated. 13 The potential long-term effects of the COVID-19 pandemic 14,15 underscore the urgent need for institutions to build organizational capacity and organizational solutions to support the advancement of women in medicine and science. During the pandemic, physician mothers, many of whom serve as frontline workers, have been negatively impacted personally and professionally due to work-related and childcare disruptions, informal caregiving (e.g., for ill or disabled family members or friends), and experiencing substantial anxiety.…”

Section: Factors That Drive Underrepresentationmentioning

confidence: 99%

Rising to the Challenge: Strategies to Support Latinas and Other Women of Color in Science and Medicine

2022

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Although the number of Hispanic/ Latina women earning medical degrees has increased in recent years, the article by Anaya and colleagues in this issue highlights their stark underrepresentation in the U.S. physician workforce. In this Invited Commentary, the authors provide context on proposed drivers of underrepresentation, including bias, discrimination, harassment, and other structural barriers, which are amplified for women with multiple minoritized identities. They summarize the 2020 National Academies of Sciences, Engineering, and Medicine recommendations for supporting women in science, technology, engineering, mathematics, and medicine (STEMM) fields, including committed leadership, dedicated financial and human resources, data-driven accountability, and use of an intersectional approach to address the challenges faced by individuals who encounter multiple forms of bias and discrimination. The authors also provide additional recommendations and highlight innovative new National Institutes of Health funding opportunities to promote diversity in the scientific workforce. They argue that more research is needed to identify and best implement institutional practices that increase representation and retention of Latina women and other women with minoritized identities in STEMM fields.

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Closing the Gender Pay Gap in Medicine

Cited by 29 publications

References 2 publications

Survey of Salary and Job Satisfaction of Transplant Nephrologists in the United States

Survey of Salary and Job Satisfaction of Transplant Nephrologists in the United States

Moving the Needle Toward Fair Compensation in Pediatric Nephrology

Rising to the Challenge: Strategies to Support Latinas and Other Women of Color in Science and Medicine

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