Equality, equity, and justice

Fenner, Dee E.

doi:10.1016/j.ajog.2020.09.042

Cited by 3 publications

(1 citation statement)

References 12 publications

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“…In medicine as a whole, the gender wage gap persists: female surgeons earn 65% of the salary of male surgeons, unchanged over the past 5 years, with self-reported RVUs only 27% different. 10 Narrowing of this gap has been largely driven by a decrease in men's earnings, offset by a minor increase in women's wages. 11 This is born out in our data, which show an 8% decrease in specialty-specific per-RVU reimbursement for urology and a concomitant increase of 14% for obstetrics and gynecology in the past two decades.…”

Section: Discussionmentioning

confidence: 99%

Reimbursement for Female-Specific Compared With Male-Specific Procedures Over Time

Polan

Barber

2021

Obstetrics &Amp; Gynecology

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OBJECTIVE: To evaluate whether per-procedure work relative value units (RVUs) have changed over time and to compare time-based compensation for female-specific procedures compared with male-specific procedures. METHODS: Using the National Surgical Quality Improvement Program files for 2015–2018, we compared operative time and RVUs for 12 pairs of sex-specific procedures. Procedures were matched to be anatomically and technically similar. Procedure-assigned RVUs in 2015 were compared with 1997. Procedure compensation was determined using median dollars per RVU provided in SullivanCotter's 2018 Physician Compensation and Productivity Survey. This was compared with specialty-specific McGraw-Hill per-RVU data from 1994. Statistical analysis was performed with chi-square and Kruskal-Wallis tests. RESULTS: A total of 12,120 patients underwent 6,217 male-specific procedures and 5,903 female-specific procedures. Male-specific procedures had a median (interquartile range) RVU of 25.2 (21.4–25.2), compared with 7.5 (7.5–23.4) for female-specific procedures (P<.001). Male-specific procedures were 79 minutes longer (median [interquartile range] 136 minutes [98–186] vs 57 minutes [25–125], P<.001). Female-specific procedures were reimbursed at a higher hourly rate (10.6 RVU/hour [7.2–16.2] vs 9.7 RVU/hour [7.4–12.8], P<.001). However, male-specific procedures were better reimbursed ($599/h [$457–790] vs $555/h [$377–843], P<.001). Overall, per-procedure RVUs for male-specific surgeries have increased 13%, whereas, for female-specific surgeries, per-procedure RVUs have increased 26%. Reimbursement per RVU for male-specific procedures has decreased 8% ($67.30 to $61.65), whereas for female-specific procedures it has increased 14% ($44.50 to $52.02). CONCLUSION: Increases in RVUs and specialty-specific compensation have resulted in more equitable reimbursement for female-specific procedures. However, even with these changes, there is a lower relative value of work, driven by specialty-specific compensation rates, for procedures performed for women-only compared with equivalent men-only procedures.

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Section: Discussionmentioning

confidence: 99%

Reimbursement for Female-Specific Compared With Male-Specific Procedures Over Time

Polan

Barber

2021

Obstetrics &Amp; Gynecology

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More than grit: growing and sustaining physician-scientists in obstetrics and gynecology

Parchem

Townsel

Wernimont

et al. 2022

American Journal of Obstetrics and Gynecology

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Obstetricians know the statistics-1 out of every 10 babies is born premature; preeclampsia affects 1 in 25 pregnant people; the United States has the highest rate of maternal mortality in the developed world. Yet, physicians and scientists still do not fully understand the biology of normal pregnancy, let alone what causes these complications. Obstetrics and gynecologytrained physician-scientists are uniquely positioned to fill critical knowledge gaps by addressing clinically-relevant problems through fundamental research and interpreting insights from basic and translational studies in the clinical context. Within our specialty, however, physician-scientists are relatively uncommon. Inadequate guidance, lack of support and community, and structural barriers deter fellows and early stage faculty from pursuing the physician-scientist track. One approach to help cultivate the next generation of physicianscientists in obstetrics and gynecology is to demystify the process and address the common barriers that contribute to the attrition of early stage investigators. Here, we review major challenges and propose potential pathways forward in the areas of mentorship, obtaining protected research time and resources, and ensuring diversity, equity, and inclusion, from our perspective as early stage investigators in maternal-fetal medicine. We discuss the roles of early stage investigators and leaders at the institutional and national level in the collective effort to retain and grow our physician-scientist workforce. We aim to provide a framework for early stage investigators initiating their research careers and a starting point for discussion with academic stakeholders. We cannot afford to lose the valuable contributions of talented individuals due to modifiable factors or forfeit our voices as advocates for the issues that impact pregnant populations.

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The Leadership Landscape: The Role of Gender in Current Leadership Positions in Obstetrics and Gynecology Departments

Das

Geynisman‐Tan

Mueller

et al. 2022

Journal of Minimally Invasive Gynecology

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Equality, equity, and justice

Abstract: The author reports no conflict of interest.D.E.F. serves as a Director of the American Board of Obstetrics and Gynecology. The views expressed in this article are her own.

Cited by 3 publications

References 12 publications

Reimbursement for Female-Specific Compared With Male-Specific Procedures Over Time

Reimbursement for Female-Specific Compared With Male-Specific Procedures Over Time

More than grit: growing and sustaining physician-scientists in obstetrics and gynecology

The Leadership Landscape: The Role of Gender in Current Leadership Positions in Obstetrics and Gynecology Departments

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