Sex Differences in Salaries of Department Chairs at Public Medical Schools

Mensah, Michael O.; Beeler, Whitney H.; Rotenstein, Lisa S; Jagsi, Reshma; Spetz, Joanne; Linos, Eleni; Mangurian, Christina

doi:10.1001/jamainternmed.2019.7540

Cited by 43 publications

(34 citation statements)

References 2 publications

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“…The reasons why these disparities exist are complex and range from women not entering highly remunerative specialties (or subspecialties), differences in practice plans and patient populations, proportion of clinical time, parenting, years in practice and leadership roles [31, 33]. A similar gender pay gap has also been demonstrated for department chair salaries [34]. However, as Dossa et al.…”

Section: Barriers To Women In Researchmentioning

confidence: 99%

Current status and solutions for gender equity in anaesthesia research

et al. 2021

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Summary Despite increasing numbers of women entering anaesthesia, they remain persistently under‐represented within academic anaesthesia and research. Gender discordance is seen across multiple aspects of research, including authorship, editorship, peer review, grant receipt, speaking and leading. Women are also under‐represented at higher faculty ranks and in department chair positions. These inequities are further magnified for women with intersectional identities, such as those who identify as Black, indigenous and women of colour. Several barriers to participation in research have been identified to date, including a disproportionate amount of family responsibilities, a disproportionate burden of clinical service, gender bias, sexual harassment and the gender pay gap. Several strategies to improve gender equity have been proposed. Increasing access to formal mentorship of women in academic medicine is frequently cited and has been used by healthcare institutions and medical societies. Senior faculty and leaders must also be conscious of including women in sponsorship and networking opportunities. Institutions should provide support for parents of all genders, including supportive parental leave policies and flexible work models. Women should also be materially supported to attend formal educational conferences targeted for women, aimed at improving networking, peer support and professional development. Finally, leaders must display a clear intolerance for sexual harassment and discrimination to drive culture change. Peers and leaders alike, of all genders, can act as upstanders and speak up on behalf of targets of discrimination, both in the moment or after the fact. Gender inequities have persisted for far too long and can no longer be ignored. Diversifying the anaesthesia research community is essential to the future of the field.

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Section: Barriers To Women In Researchmentioning

confidence: 99%

Current status and solutions for gender equity in anaesthesia research

et al. 2021

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“…Still, empirical data is limited, especially when accounting for women's race, ethnicity, and sexual orientation. In a review of department chairs (N = 1073) within 29 public medical schools, only 92 chairs (16.7%) were women, including six female and 25 male psychiatry chairs [14]. Among all chairs, the unadjusted average difference in annual salary by sex was $79,061.…”

Section: Gender Salary Inequitiesmentioning

confidence: 99%

“…Among all chairs, the unadjusted average difference in annual salary by sex was $79,061. After adjusting for term length, specialty, inflation, title, and cost of living, the salary difference was $67,517 [14]. The salary difference by sex for chairs serving for more than 10 years was $127,411 [14].…”

Section: Gender Salary Inequitiesmentioning

confidence: 99%

“…After adjusting for term length, specialty, inflation, title, and cost of living, the salary difference was $67,517 [14]. The salary difference by sex for chairs serving for more than 10 years was $127,411 [14]. AAMC 2018 faculty salary survey data showed mean male to female compensation differences of 20% ($138,500) for all clinical science chairs, and 11% ($53,400) for psychiatry chairs in US medical schools [15].…”

Section: Gender Salary Inequitiesmentioning

confidence: 99%

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Women in Academic Psychiatry: Inequities, Barriers, and Promising Solutions

et al. 2021

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For the first time in US history, first-year female medical school matriculants (50.7%) outnumbered men (49.3%) in 2017 [1]. Moreover, in 2019, women accounted for 50.5% of all medical students for the first time [1]. Yet, female faculty continue to be underrepresented at the highest rankings in academic medicine as a whole and in psychiatry [2, 3]. Women represent only 26% and 32% of full professors among all medical faculty and psychiatry faculty, respectively, with a majority identified as White [3]. Structural racism, gender bias, and discrimination, along with the lack of systematic strategies that aim to achieve gender and racial equity, result in persistent achievement and promotion disparities among students, residents, and faculty, especially among those who are underrepresented in medicine [4,5].We will review the barriers women face advancing their careers in academic medicine in general, and academic psychiatry in particular, with specific attention paid to inequities for Black, Indigenous, and People of Color (BIPOC) women and especially underrepresented in medicine (URM) women compared to White women based on race/ethnicity. We will also consider the intersecting impact of sexual orientation and gender identities on women. Although there is a substantial body of research on academic medical career progression for

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“…Differences in salary between men and women should be transparent and either amended or explained. These inequalities occur at the highest levels of leadership in medicine, with women department chairs earning 0.88 cents per dollar received by men [9]. A lack of transparency in salary between men and women only conceals persistent inequality.…”

Section: Dear Editorsmentioning

confidence: 99%