New report reveals large pay disparities for doctors by gender, race and ethnicity
With rare exceptions, white male doctors and scientists are paid significantly more than women of all races and men of color, even after taking rank, specialty and degree into account, according to the very first analysis. national full-time faculty. academic medicine salaries by gender, race and ethnicity.
The analysis, based on the AAMC’s annual Teacher Salary Survey, also found that while gender was the main factor behind wage inequalities, Black, Indigenous and Colored teachers (BIPOC) were also experiencing pay inequalities, even in the most diverse faculty departments and specialties.
Explore Faculty Pay Equity in U.S. Medical Schools by Gender and Race / Ethnicity was released on October 7. The 2021 Faculty Salary Report (on which this analysis is based) will be made available to faculty and academic health institutions in December.
“For 40 years, women have made up a significant proportion of medical school graduates, but they continue to experience well-documented disparities in opportunities and pay within medicine,” says Amy Gottlieb, MD, director Faculty Development Officer at Baystate Health and Associate Dean for Faculty Affairs at UMass Chan Medical School-Baystate and a contributor to the report. “This report offers us the first opportunity to explore wage disparities in our profession through a robust intersectional lens.”
David A. Acosta, MD, AAMC Director of Diversity, adds: “The white women and the women and men of BIPOC have repeatedly demonstrated that they are essential contributors to medicine and science. As such, they should be remunerated on the same basis as their other colleagues. I hope that the leaders of medical schools and teaching hospitals collectively use this report to explore and intentionally address ways to close the salary gaps that have existed for far too long in academic medicine.
The new report builds on the 2019 AAMC report, Promising Practices for Understanding and Addressing Faculty Pay Equity in U.S. Medical Schools, which found that women were paid between $ 0.72 and $ 0.96 for every $ 1 paid to men in different departments and specialties.
However, this report was unable to break down the data by race and ethnicity, as this information was not collected as part of the Faculty Salary Survey until 2020. This new analysis is the first to include data on race and ethnicity by sex for several specialties and departments.
The main findings of the report include:
- In most cases, white men received higher median earnings than men of other races and women of all races and ethnicities.
- Gender was the main factor behind the pay inequalities; men consistently earned more than women of the same race and ethnicity.
- No group of BIPOC professors has experienced constant pay inequalities compared to others. In some cases, however, the sample size of BIPOC professors was small. The report includes the number of professors represented in each category in its appendix.
“The implications of these findings are very clear: We need to amplify our hiring practices and accelerate our efforts to retain diverse faculty across all specialties,” says Valerie Dandar, director of operations for AAMC medical schools and co. -author of the report. .
The path to follow
While the report did not delve into the reasons for the pay disparities, Gottlieb says they stem from long-standing gender biases that are embedded in the pay models of people in medicine and science. “Our traditional way of paying doctors and teachers inadvertently devalues women’s contributions and monetizes men’s,” she says.
For example, the women – and in particular the women of BIPOC – devote much more time to organizational service, such as serving on committees and working groups. While this work is essential for institutions, it can take time to move away from activities that are more heavily weighted in compensation models, such as clinical work, awarding grants, or publishing research.
Gottlieb – whose 2021 book, Closing the Gender Pay Gap in Medicine: A Roadmap for Healthcare Organizations and the Women Physicians Who Work for Them, examines the complexities of compensation inequity – says AAMC’s new report will give academic medicine leaders the opportunity to reflect and examine their own compensation outcomes using these national data as a guide.
“We continue to encourage institutions to conduct their own salary audits as part of their broader equity studies,” said Diana Lautenberger, director of faculty and staff research at AAMC and co -author of the report. And while these audits can be time consuming, “the return on investment is important,” especially since professors who believe their institution’s policies are fair are less likely to leave an institution or academic medicine. “Pay equity is really part of the overall approach to institutional equity,” she says, “and it has cultural and institutional advantages”.
Gottlieb adds, “The consequences of continuing to undervalue the efforts of women could be significant for their continued engagement and the future of our profession. ”