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- W2000766398 abstract "The number of women entering academic medicine is at least equal to their male colleagues. Most studies have found that women do not advance in academic rank as fast as men and that their salaries are not as great. These studies, however, have typically not had the data to examine equity, that is, do women receive similar rewards for similar achievement? This study examined equity in promotion and salary for female vs male medical school faculty nationally. A survey questionnaire was mailed to 24 randomly selected medical schools in the contiguous United States, and 1814 full-time medical school faculty members in 1995 to 1996 participated. They were stratified by gender, specialty, and graduation cohort. Promotion and compensation of academic medical school faculty were measured. Among the 1814 faculty respondents (response rate, 60%), female faculty were less likely to be full professors than were men with similar professional roles and achievement. Large deficits in rank for senior faculty women were confirmed in logistic models that accounted for a wide range of other professional characteristics and achievements, including total career publications, years of seniority, hours worked per week, department type, minority status, medical vs non-medical final degree, and school. Similar multivariate modeling also confirmed gender inequity in compensation. Although base salaries of nonphysician faculty are gender comparable, female physician faculty have a noticeable deficit (−$11,691; P = .01). Furthermore, both physician and nonphysician women with greater seniority have larger salary deficits (−$485 per year of seniority; P = .01). Female medical school faculty members neither advance as rapidly nor compensated as well as professionally similar male colleagues. Deficits for female physicians are greater than those for nonphysician female faculty, and for both physicians and non-physicians, women's deficits are greater for faculty with more seniority. Limitations include self-reported data, the 60% response rate, and the survey is almost a decade old. Strengths include its national scope, detailed data on factors that are likely to drive compensation and promotion, and careful analyses that adjust for diverse confounders. Recommendations include an increase in institutional transparency of promotion and compensation practices.—Hans E. Grossniklaus The number of women entering academic medicine is at least equal to their male colleagues. Most studies have found that women do not advance in academic rank as fast as men and that their salaries are not as great. These studies, however, have typically not had the data to examine equity, that is, do women receive similar rewards for similar achievement? This study examined equity in promotion and salary for female vs male medical school faculty nationally. A survey questionnaire was mailed to 24 randomly selected medical schools in the contiguous United States, and 1814 full-time medical school faculty members in 1995 to 1996 participated. They were stratified by gender, specialty, and graduation cohort. Promotion and compensation of academic medical school faculty were measured. Among the 1814 faculty respondents (response rate, 60%), female faculty were less likely to be full professors than were men with similar professional roles and achievement. Large deficits in rank for senior faculty women were confirmed in logistic models that accounted for a wide range of other professional characteristics and achievements, including total career publications, years of seniority, hours worked per week, department type, minority status, medical vs non-medical final degree, and school. Similar multivariate modeling also confirmed gender inequity in compensation. Although base salaries of nonphysician faculty are gender comparable, female physician faculty have a noticeable deficit (−$11,691; P = .01). Furthermore, both physician and nonphysician women with greater seniority have larger salary deficits (−$485 per year of seniority; P = .01). Female medical school faculty members neither advance as rapidly nor compensated as well as professionally similar male colleagues. Deficits for female physicians are greater than those for nonphysician female faculty, and for both physicians and non-physicians, women's deficits are greater for faculty with more seniority. Limitations include self-reported data, the 60% response rate, and the survey is almost a decade old. Strengths include its national scope, detailed data on factors that are likely to drive compensation and promotion, and careful analyses that adjust for diverse confounders. Recommendations include an increase in institutional transparency of promotion and compensation practices.—Hans E. Grossniklaus" @default.
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- W2000766398 date "2004-11-01" @default.
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- W2000766398 title "Compensation and advancement of women in academic medicine: Is there equity?" @default.
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- W2000766398 doi "https://doi.org/10.1016/j.ajo.2004.09.012" @default.
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