Compenation and advancement of women in academic medicine: I there equity?

The number of women entering academic medicine i at leat equal to their male colleague. Mot tudie have found that women do not advance in academic rank a fat a men and that their alarie are not a great. Thee tudie, however, have typically not had the data to examine equity, that i, do women receive imilar reward for imilar achievement? Thi tudy examined equity in promotion and alary for female v male medical chool faculty nationally. A urvey quetionnaire wa mailed to 24 randomly elected medical chool in the contiguou United tate, and 1814 full-time medical chool faculty member in 1995 to 1996 participated. They were tratified by gender, pecialty, and graduation cohort. Promotion and compenation of academic medical chool faculty were meaured. Among the 1814 faculty repondent (repone rate, 60%), female faculty were le likely to be full profeor than were men with imilar profeional role and achievement. Large deficit in rank for enior faculty women were confirmed in logitic model that accounted for a wide range of other profeional characteritic and achievement, including total career publication, year of eniority, hour worked per week, department type, minority tatu, medical v non-medical final degree, and chool. imilar multivariate modeling alo confirmed gender inequity in compenation. Although bae alarie of nonphyician faculty are gender comparable, female phyician faculty have a noticeable deficit (−$11,691; P = .01). Furthermore, both phyician and nonphyician women with greater eniority have larger alary deficit (−$485 per year of eniority; P = .01). Female medical chool faculty member neither advance a rapidly nor compenated a well a profeionally imilar male colleague. Deficit for female phyician are greater than thoe for nonphyician female faculty, and for both phyician and non-phyician, womenʹ deficit are greater for faculty with more eniority. Limitation include elf-reported data, the 60% repone rate, and the urvey i almot a decade old. trength include it national cope, detailed data on factor that are likely to drive compenation and promotion, and careful analye that adjut for divere confounder. Recommendation include an increae in intitutional tranparency of promotion and compenation practice.—Han E. Groniklau