Sex Differences in Institutional Support for Junior Biomedical Researchers

Sege, Robert; Nykiel-Bub, Linley; Selk, Sabrina

doi:10.1001/jama.2015.8517

Cited by 185 publications

(130 citation statements)

References 3 publications

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“…4 This is thought to be due to gender-related differences in negotiating salaries and startup packages, which end up potentiating over time as salaries increase by a fixed percentage. 4 Women are less likely to receive mentorship around job negotiation skills, or due to cultural norms, may be less likely to ask for higher salaries and start-up packages. 5 There also may be differences in opportunities available or in recruitment packages offered to new physician hires due to differences in perceived ability or achievement in medical school.…”

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confidence: 99%

Gender Pay Gaps in Medicine: Moving from Explanations to Action

Roy

2018

J GEN INTERN MED

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A lmost one half of medical school students are now women, and women make up over one third of the total physician workforce. Yet gender inequities in physician compensation persist, with reported gender-based pay gaps of 16 to 37%.1 Many potential explanations for this pay gap have been suggested, including prioritization of work-life balance, rates of working part-time, specialty choice, years of experience, fewer women in leadership roles and in senior positions, and lack of mentorship and sponsorship for women to promote career advancement. Prior studies have sought to control for many of these and found persistent gender disparities, but have thus far failed to account for the exact quantity and composition of hours worked (e.g., performing procedures versus teaching).The study by Apaydin et al. 2 in this issue of the Journal of General Internal Medicine sought to address this gap in the literature by using survey data from 30 diverse physician practices across six states to assess how much of the gender pay disparity could be explained by specialty choice, time worked and composition of those work hours, fraction of procedural time, type of compensation, number of years in practice, and demographics. The authors report a raw, absolute difference of close to $100k in yearly salary between men and women. Approximately $40k of this difference was attributable to practice characteristics, $13k was attributable to specialty choice (more women were in primary care specialties and more men performed procedures), $10k was attributable to number of hours worked, and $2k was attributable to composition of hours worked. In their full model, 70% of the gender-based pay disparity was explained by all included variables, including the quantity and composition of hours worked, leaving 30% of the disparity still unexplained.While this study successfully identifies some additional, modest contributors to and mediators of the gender-based disparity in compensation that may act as targets for interventions, future efforts should move beyond explaining the residual 30% income gap. Rather, the field of medicine should begin testing approaches to mitigate the observed gender pay disparity in both identified and unidentified causes of the disparity.Given that practice characteristics and specialty type explained a large portion of the overall gender pay gap, attention should be paid to the cultural influences in medical school that may deter women from pursuing procedural specialties.3 Indeed, in this sample, only 4% of women were in medical or surgical specialties, compared to 12 and 19% of men, respectively. Addressing the underlying influences that dissuade women from pursuing procedural specialties during medical school may contribute to closing the gender pay gap.In addition to supporting equal opportunities for men and women pursuing medical and surgical specialties, the disparity in pay between procedural and cognitive specialties and differences in reimbursement models should also be examined and addressed. The dispari...

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confidence: 99%

Gender Pay Gaps in Medicine: Moving from Explanations to Action

Roy

2018

J GEN INTERN MED

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“…Gaps in pay or other metrics reflecting departmental investments by gender may reflect conscious or unconscious bias against women, hence examining data over time can help identify disparities and inform actions to address root causes, including gender bias [6,7]. To this end, we examined our department's performance by looking at the following domains by gender: academic rank, salary, leadership positions, and allocation of departmental resources.…”

Section: The Gender Gap In Academic Psychiatrymentioning

confidence: 99%

Eliminating the Glass Ceiling in Academic Psychiatry

et al. 2017

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“…In today's society, frank discrimination, or explicit bias, is unlikely to be as important a culprit as it was in the past, although issues of salary disparity and disparities in resources afforded in research startup packages for women continue to be demonstrated. 5 However, implicit biases, the unconscious attitudes or stereotypes that affect our understanding, actions, and decisions, are pervasive. We all have them.…”

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confidence: 99%