Abstract WP93: Academic Vascular Neurology - Lingering Effect Of Gender Inequity On Compensation, Career And Burnout

Abstract

Introduction: Despite rising numbers of women physicians in medical schools and the workforce, gender inequity persist. This cumulates in disempowerment, burnout, limited career advancement and devaluation of women. The aim of this study was to explore the disparity among academic vascular neurologists in terms of compensation, career development and burn-out. Methods: A total of 19 academic neurology departments in the United States were sent a survey in 2021-2022 on demographics, career, compensation, equity, and burnout. There were 425 academic neurology faculty members who responded. This study analyzed the cohort of academic vascular neurology (AVN) faculty. Results: A total 47 AVN faculty were included, of which 62% (29) were women. Majority of the respondents were Caucasian (68%, n=32) and were instructors or assistant professors (55%, n=26). Among the AVN faculty, only 51% (n=24) were satisfied with their current compensation. Majority of those who were satisfied were men (54%, n=13). Majority of those who were dissatisfied were women (75%, n=15). The most common reason for dissatisfaction was compensation being below national benchmark or compared to colleagues. 59.5% of AVN faculty members, majority of whom are females, perceived lack of gender equity in pay. Implicit gender bias was reported to have a negative effect on career development by 23% of AVN faculty. Moderate to severe burn out was reported by 26% (n=12) AVN faculty, among which majority (75%, n=9) were females. Those who reported burnout have been AVN faculty for 5.9±3.3 years. Half of those who reported burn out was dissatisfied with compensation and have felt that gender bias affected their careers, while 67% indicated absence of career sponsorship and 42% had no mentorship. Conclusions: This study described specific disparities in compensation, burn-out and career development among academic vascular neurology faculty. This information offers preliminary information for academic vascular neurology programs to explore areas of improvement when it comes to AVN faculty pipeline development, recruitment and retention as it aligns with DEI efforts. Future studies should be done to explore how interventions can improve the disparities noted.