Salary Disparities Research Articles

Salary disparities based on gender in academic emergency medicine leadership.

There are significantly fewer women than men in leadership roles in health care. Previous studies have shown that, overall, male physicians earn nearly $20,000 more annually than their female physician colleagues after adjusting for confounding factors. However, there has not been a description of physician leadership compensation in relation to gender. This was a successive cross-sectional observation study design of 154 emergency departments in the United States from 5years (2013, 2015-2018) using Association of Academic Chairs in Emergency Medicine and Academy of Administrators in Academic EM survey data. The primary variable of interest, leadership role, was attained by recoding the survey responses to assign primary job duty into four main categories: no leadership role, operations leadership, education leadership, and executive leadership. Overall, 8820 responses were included. Across all survey years, the mean (±SD) percentage of women in any leadership role was significantly less than men (44.5% [95% CI: 42.8, 46.2%] vs. 55.3% [95% CI: 54.1, 56.5%]). Women in leadership roles worked more clinical hours than men in the same position (female median=1008, male median=960). Women also had significantly lower salaries than men at each of the 5-year time points that data are reported, with unadjusted mean salary differences of -$54,409 per year for executives, -$27,803 for operational leaders, and -$17,803 for education leaders. Female physicians hold fewer leadership roles in academic emergency medicine (EM), and when they do, they work more clinical hours and are paid less than male physicians. As a specialty, EM should continue to investigate and report on gender achievement disparities as work is done to rectify the system inequalities.

Virtual Recruitment: Experiences and Perspectives of Internal Medicine Program Directors

Virtual Recruitment: Experiences and Perspectives of Internal Medicine Program Directors

2020 Women in Thoracic Surgery Update on the Status of Women in Cardiothoracic Surgery

BackgroundWomen in Thoracic Surgery (WTS) has previously reported on the status of women in cardiothoracic (CT) surgery. We sought to provide a 10-year update on women in CT surgery. MethodsAn anonymous research electronic data capture survey link was emailed to female diplomats of the American Board of Thoracic Surgery. Survey questions queried respondents regarding demographics, training, accolades, practice details, and career satisfaction. The survey link was open for 30 days. Results were compared with The Society of Thoracic Surgeons 2019 workforce survey. Descriptive analyses were performed using frequency and proportions. Comparisons were performed using Student’s t tests, Fisher's exact tests, and χ2 tests. ResultsOf 354 female diplomats, 309 were contacted and 176 (57%) responded. The majority of respondents were aged 36 to 50 years (59%), white (67.4%), and had graduated from traditional-track programs (91.4%). Most respondents reported practicing in an urban (64%) and academic setting (73.1%). 36.4% and 23.9% reported a general thoracic and adult cardiac practice (22.7% mixed practice, 9.6% congenital). Fifty percent of respondents reported salaries between $400,000 and $700,000 annually; 37.7% reported salaries less than 90% of their male colleagues; 21.6% of respondents in academia are full professor; 53.4% reported having a leadership role. Whereas 74.1% would pursue a career in CT surgery again, only 27.3% agreed that CT surgery is a healthy and positive environment for women. ConclusionsThe number of women in CT surgery has steadily increased. Although women are rising in academic rank and into leadership positions, salary disparities and the CT surgery work environment remain important issues in achieving a diverse work force.

Advancing Diversity, Equity, and Inclusion in Hospital Medicine.

In nearly all areas of academic medicine, disparities still exist for women and underrepresented minorities (URMs). Develop a strategic plan for advancing diversity, equity, and inclusion (DEI); implement and evaluate the plan, specifically focusing on compensation, recruitment, and policies. Programmatic evaluation conducted in the division of hospital medicine (DHM) at a major academic medical center involving DHM faculty and staff. (1) Development and implementation of strategic plan, including policies, processes, and practices related to key components of DEI program; (2) assessment of specific DEI outcomes, including plan implementation, pre-post salary data disparities based on academic rank, and pre-post disparities for protected time for similar roles. Using information gathered from a focus group with DHM faculty, an iterative strategic plan for DEI was developed and deployed, with key components of focus being institutional structures, our people, our environments, and our core mission areas. A director of DEI was established to help oversee these efforts. Using a two-phase approach, salary disparities by rank were eliminated. Internally funded protected time was standardized for leadership roles. A data dashboard has been developed to track high-level successes and areas for future focus. Using a systematic evidence-based approach with key stakeholder involvement, a division-wide DEI strategy was developed and implemented. While this work is ongoing, short-term wins are possible, in particular around salary equity and development of policies and structures to promote DEI.

Racial Disparities in Pre-tax Wages and Salaries in Largest Metropolitan Areas in the United States

The article deals with racial disparities in the distribution of pre-tax wages and salaries for employed individuals in the USA between the ages of 18-65. This study is done for the ten largest metropolitan areas of the USA using the 2019 American Community Survey data. The metropolitan areas included in the study are Atlanta-Sandy Springs-Roswell, Chicago-Naperville-Elgin, Dallas-Fort Worth-Arlington, Houston-The Woodlands-Sugar Land, Los Angeles-Long Beach-Anaheim, Miami-Fort Lauderdale-West Palm Beach, New York-Newark-Jersey City, Philadelphia-Camden-Wilmington, San Francisco-Oakland-Hayward, and Washington-Arlington-Alexandria. Employing well over a quarter of the total employed labour force in the USA, these ten metropolitan areas are also some of the largest industrial worlds. Average pre-tax wages and salaries, the standard deviation of the mean and Gini coefficient by major racial categories are presented for each of these ten metropolitan areas. For each metropolitan area, black employed individuals earned less in pre-tax wages and salaries than white employed individuals. The Gini coefficient of black pre-tax wages and wages is also found to be smaller for each of the metropolitan areas compared to the white counterparts. It suggests a much tighter distribution in pre-tax wages and salaries for blacks compared to whites. Furthermore, employed workers from other races earned less in pre-tax wages and salaries than their white counterparts for each major metro. Except for Los Angeles-Long Beach-Anaheim metropolitan area, black employed workers also earned less pre-tax wages and salaries than members of the other races. The Gini coefficients of pre-tax wages and salaries for various metropolitan areas for different races are found to be broadly comparable and often larger than that of the whites. Together, these results point to the fact that the pre-tax wages and salaries of black workers are lower compared to both whites and other races and more tightly distributed. Lastly, the relative inequality between whites and blacks and others and blacks often point to the relatively broader dispersion in the later group compared to the former.

Racial Pay Gap: An Analysis of CARL Libraries

Using data from the 8Rs CARL Libraries Practitioner Survey in 2014, this study assesses the impact of race on the earnings attainment process based on a sample of 392 CARL library practitioners. It determines that there is a significant salary disparity between visible minorities and nonvisible minorities. Racial differences in job characteristics account for a larger portion of the explained racial salary gap than individual and labor market characteristics. The effect of race on salary is shown to be weaker for librarians than for support staff.

Abstract 14058: Sex-based Differences in Reported Payments to Cardiologists by Drug and Device Manufacturers

Introduction: Sex-based disparities in salaries and promotion in cardiovascular medicine are well known, but there is little data on industry compensation by sex. We attempted to explore sex differences in financial ties to industry in the form of drug and device manufacturer payments to cardiologists. Methods: 2018 Open Payments data was obtained from Centers for Medicare and Medicaid Services (CMS). A cross walk was used to link CMS National Plan and Provider Enumeration System National Provider Identifier Data with open payments data. Physician specialty (adult cardiology), sex, state of practice, number and amount of payments, drug and device information were obtained and aggregated for analysis using natural language processing. Results: In 2018, total of 879,119 payments were made to 29246 physicians (10.2% female), totaling $145,556,106. Nationwide, female cardiologists had lower rates of payments (15.5 payments per year vs 25.9 payments), lower average compensation per payment ($113 vs $169) when compared to their male counterparts. Analysis of five drugs/devices with the largest aggregated payments revealed that the female representation in certain categories (consulting, compensation for serving as speaker-non continuing education, and travel and lodging) was far lower than expected (3.8%, 5.4%, and 4.2% respectively). Conclusions: Female cardiologists received fewer payments and lower compensation per payment from drug and device manufacturers as compared to their male counterparts. Further studies are required to determine reasons behind differences in compensation and efforts be made to standardize compensation regardless of sex to promote equal opportunities for all physicians.

Disparities in Salary and Work-Life Integration in Internal Medicine Program Directors Are Associated with Gender and Partner Employment Status

Significant gender disparities are present in academic medicine. Women physicians are paid less than their male peers, take longer to advance in their careers, and are less likely to achieve high-ranking faculty or administrative positions.1-6 Potential factors contributing to such gender disparities include, but are not limited to, differences in time spent on childcare, variations in level of spousal support, fewer female mentors and role models in positions of leadership, implicit bias overt discrimination, and gender stereotype threat.

Salary Disparities in Academic Urogynecology: Despite Increased Transparency, Men Still Earn More Than Women.

To understand the compensation differences between male and female academic urogynecologists at public institutions. Urogynecologists at public universities with publicly available salary data as of June 2019 were eligible for the study. We collected characteristics, including sex, additional advanced degrees, years of training, board certification, leadership roles, number of authored scientific publications, and total National Institutes of Health funding projects and number of registered clinical trials for which the physician was a principal or co-investigator. We also collected total number of Medicare beneficiaries treated and total Medicare reimbursement as reported by the Centers for Medicare & Medicaid Services. We used linear regression to adjust for potential confounders. We identified 85 academic urogynecologists at 29 public state academic institutions with available salary data eligible for inclusion in the study. Males were more likely to be an associate or a full professor (81%) compared with females (55%) and were more likely to serve as department chair, vice chair, or division director (59%) compared with females (30%). The mean annual salary was significantly higher among males ($323,227 ± $97,338) than females ($268,990 ± $72,311, P = 0.004). After adjusting for academic rank and leadership roles and years since residency, the discrepancy persisted, with females compensated on average $37,955 less annually. Salaries are higher for male urogynecologists than female urogynecologists, even when accounting for variables such as academic rank and leadership roles. Physician compensation is complex; the differences observed may be due to variables that are not captured in this study. Nevertheless, the magnitude of disparity found in our study warrants further critical assessment of potential biases within the field.

My, How You Have Changed, PETE: An Updated Demographic Profile of U.S. Teacher Education Faculty

Purpose: The landscape of physical education has shifted in the 30 years since Metzler and Freedman’s seminal study examining the demographics of physical education teacher education faculty. Changes in the structure of physical education and academia justify an updated investigation, with particular emphasis on the gender and institutional affiliation of faculty. Methods: An expanded and validated version of Metzler and Freedman’s survey was e-mailed to 908 physical education teacher education faculty from 505 U.S. institutions. A response rate of 46.21% was achieved. The data were analyzed using descriptive and inferential statistics to examine differences based on gender and institutional affiliation. Results: Gender salary disparities have decreased, whereas teaching experience and qualifications of faculty have increased. Corresponding increases in research productivity were notably evident. Discussion/Conclusion: Faculty members remain predominately European American, publication output has increased, more institutions are hiring nontenure-track faculty, and perceptions of support for physical education are lower than in 1985.

PNS184 SALARY BENCHMARKS AND COMPENSATION DISPARITY AMONG GLOBAL HEALTH ECONOMICS, OUTCOMES RESEARCH AND MARKET ACCESS (HEOR/MA) PROFESSIONALS BASED ON A 2019 SELF-REPORT SURVEY

To identify median annual base salary and bonus, and identify salary disparity among HEOR/MA professionals by age, gender, ethnicity, job level, years of experience, employer type, and geography. A descriptive, cross-sectional web-based survey was fielded from April to July 2019 to individuals directly employed in HEOR/MA, recruited from the HealthEconomics.Com global subscriber database (N=25,000). Self-reported salary, bonus, benefits, job satisfaction, and career success factors were collected. Results were stratified by job level, years of experience, employer type, and geography. All included respondents (n=306) reported salary details and met inclusion criteria for directly working in HEOR/MA. The mean (standard deviation, SD) gross annual base salary was $149,708 ($93,172) while the median was $144,500 USD in this sample. Mean salaries were highest in Pharma/Biotech companies ($177,274; SD: 76,560) and lowest in academia ($93,624; SD: $55,994). Across all respondents, HEOR/MA professionals in North America reported the highest salaries (mean: $170, 660; median: $175,750). HEOR/MA professionals working in biopharma in the United States earned considerably higher median base salaries ($203,000) compared with counterparts in Europe ($96,500) and Asia ($53,500). Regional differences were noted within the US as well: Pharma/Biotech in the Median base salaries for men were $17,495 higher than for women, without considering other demographic or professional factors. This global survey provides insight into self-reported industry benchmarks for salary, bonus, and benefits, and helps identify HEOR/MA salary disparity among different job sectors and professional/demographic factors. Due to the self-report nature of the data, additional research should be conducted to validate this study and address limitations in external validity.

Coaching Salary Disparity and Team Performance: Evidence from the Football Bowl Subdivision

Salary disparities and their impact on performance have long been a topic of research and debate in both the business and sport sectors. However, no studies to date have examined the impact these disparities have in the collegiate football setting within coaching staffs specifically. The purpose of this study was to determine how intra-staff salary disparity impacts team success, using salary data for the years 2010- 2017 and the Gini index as the measure of dispersion. Results indicated that pay disparity had no impact on wins. Rather, on-field metrics were found to be the primary drivers of success.

Gender Disparity in Trauma Surgery: Compensation, Practice Patterns, Personal Life, and Wellness

BackgroundWe sought to understand differences in surgical practice, compensation, personal life, and health and wellness between male and female trauma surgeons. MethodsAn electronic survey study of members of The Eastern Association for the Surgery of Trauma was carried out. Using univariate and bivariate analyses, we compared the differences in surgical practice, compensation, family life, and health status among female and male trauma surgeons and used chi-squared tests for categorical variables. Analyses were performed using SPSS (Version 25, IBM). ResultsThe overall response rate was 37.4%. Women reported working more than 80 h a week more commonly (30% versus 23%; P < 0.001), yet reported lower incomes, with 57% of female surgeons reporting before-tax incomes of $300,000 or higher, compared with 83% of male surgeons (P < 0.001). These differences persisted when adjusting for academic versus nonacademic practices. Gender-based salary disparity remained significant when adjusting for the age of the respondent. Divorce rates and never married status were significantly higher for women (9% versus 4%; P < 0.001 and 19% versus 4%; P < 0.001, respectively). Women surgeons also report higher rates of not having children compared with male surgeons (48% versus 13%; P < 0.001). There were no major age-adjusted health status differences reported between male and female surgeons. ConclusionsThis study highlights contemporary disparities in salaries, practice, and family life between male and female trauma surgeons. Overall, trauma surgeons do not report gender-based differences in health and wellness metrics but have ongoing disparity in compensation and family life.

The Gender Wage Gap in Research Libraries

The gender wage gap impacts millions of women throughout the US and world, with women in the US making on average 82 percent of men’s salaries (US Census Bureau, 2018). In research libraries, a field dominated by women, this has historically been true as well, with men rising to top positions at a higher rate and making more money than women in the same positions. Over the decades following the implementation of Affirmative Action, the number of women in administrative positions in research libraries has increased dramatically. This article explores the issue of women’s salaries in research libraries in five job tiers. The five job tiers group library positions based on power dynamic, with the first tier including positions that run academic libraries, through the fifth tier, which includes front-line positions. An analysis of data from the Association of Research Libraries from 1976 through 2016 demonstrates that, though women have made progress in obtaining higher-level positions, salary disparities continue to exist between men and women at all levels.

INNV-19. SURVEYING BIAS IN NEURO-ONCOLOGY AND SOCIETY FOR NEURO ONCOLOGY (SNO) MEMBERS: GENDER AND BEYOND

Abstract BACKGROUND The face of neuro-oncology providers has evolved over the century. We sought to evaluate if its culture has evolved concurrently. Women in NeuroOncology (“WiN.”) is a SNO subcomittee that identifies the needs of women in neuro-oncology and promotes advancement of the careers of women in neuro-oncology. We created this survey to examine bias within our field with the goal to implement future change. METHODS Following IRB approval, we surveyed both male and female SNO members and analyzed de-identified responses. RESULTS Of the 206 respondents, 25% identified as male, 84.9% were in academics, 73.7% were primarily research focused (69% clinical), and 59% were medical neuro-oncology focused. The majority of respondents were 36–45 years old (47%), followed by 46–55 (32%), and 21% aged 56+. 69.8% self-identified as white, followed by 22% Asian, 7.8% Latin, and 2.9% Black. The majority reported general professional bias at least “not infrequently”, with 11.7% reporting it “very commonly.” 59.9% reported “not being invited to participate and or being considered for an opportunity”, followed by 46.1% “being minimized, teased or disrespected”, 44.3% “being passed over for professional opportunities”, and 41.9% salary disparity. Furthermore, of those reporting general professional bias, 42.9% reported a lack of effective mentorship and 94% reported some frequency of burnout, with 34% “commonly, very commonly”, followed by 28.3% “not infrequently.” Notably, although only 25% of responders were men, 82.4% of total respondents reported some frequency of gender bias in the workplace, with “not infrequently” being the most commonly reported (48%). CONCLUSIONS In this survey, we identified SNO members who have experienced bias. Based on quantitative and qualitative responses, many reported bias manifesting as missing academic opportunities, salary disparity, burnout, and lack of mentorship. As we cultivate the next generation, we will use these results to engage those in leadership to promote unbiased equality.

Achieving Gender and Social Equality: More Than Gender Parity Is Needed.

In this Perspective, the authors review Association of American Medical Colleges data on gender parity and intersectionality, consider the literature on gender parity in academic medicine and the underlying gender norms that explain these statistics, and offer recommendations for moving past indicators of parity to achieve gender and social equality.Improvements in gender parity among medical school graduates have not translated to gender parity among practicing physicians or medical school faculty, particularly for racial/ethnic minorities. Further, gender parity does not correspond to gender equality, such that gender-based disparities in salaries and advancement persist. In addition, social norms related to traditional gender role expectations reinforce existing biases and lead to sexual harassment and discrimination against women in the workplace.Building on their analysis of existing data and the literature, the authors offer concrete recommendations to achieve gender equality in academic medicine that not only improve parity but also support policies and practices to address the norms that further bias and discrimination. These recommendations include the collection, monitoring, and open reporting of data on salaries as well as on sex and race/ethnicity; stronger policies related to family leave and sexual discrimination and harassment; and accountability structures to ensure that policies are enforced. While these efforts alone cannot eliminate gender inequalities, academic medicine should be at the forefront of creating a climate in medicine that is supportive of gender equality as part of their larger goal of promoting social equality.

Career Goals, Salary Expectations, and Salary Negotiation Among Male and Female General Surgery Residents

In general surgery, women earn less money and hold fewer leadership positions compared with their male counterparts. To assess whether differences exist between the perspectives of male and female general surgery residents on future career goals, salary expectations, and salary negotiation that may contribute to disparity later in their careers. This study was based on an anonymous and voluntary survey sent to 19 US general surgery programs. A total of 606 categorical residents at general surgery programs across the United States received the survey. Data were collected from August through September 2017 and analyzed from September through December 2017. Comparison of responses between men and women to detect any differences in career goals, salary expectation, and perspectives toward salary negotiation at a resident level. A total of 427 residents (70.3%) responded, and 407 responses (230 male [58.5%]; mean age, 30.0 years [95% CI, 29.8-30.4 years]) were complete. When asked about salary expectation, female residents had lower expectations compared with men in minimum starting salary ($249 502 [95% CI, $236 815-$262 190] vs $267 700 [95% CI, $258 964-$276 437]; P = .003) and in ideal starting salary ($334 709 [95% CI, $318 431-$350 987] vs $364 663 [95% CI, $351 612-$377 715]; P < .001). Women also had less favorable opinions about salary negotiation. They were less likely to believe they had the tools to negotiate (33 of 177 [18.6%] vs 73 of 230 [31.7%]; P = .03) and were less likely to pursue other job offers as an aid in negotiating a higher salary (124 of 177 [70.1%] vs 190 of 230 [82.6%]; P = .01). Female residents were also less likely to be married (61 of 177 [34.5%] vs 116 of 230 [50.4%]; P = .001), were less likely to have children (25 of 177 [14.1%] vs 57 of 230 [24.8%]; P = .008), and believed they would have more responsibility at home than their significant other (77 of 177 [43.5%] vs 35 of 230 [15.2%]; P < .001). Men and women anticipated working the same number of hours, expected to retire at the same age, and had similar interest in holding leadership positions, having academic careers, and pursuing research. This study found no difference in overall career goals between male and female residents; however, female residents' salary expectations were lower, and they viewed salary negotiation less favorably. Given the current gender disparities in salary and leadership within surgery, strategies are needed to help remedy this inequity.

A Lifecycle Sustainability Assessment of CO&lt;sub&gt;2&lt;/sub&gt; Emissions, Energy Consumption and Social Aspects of Methylic and Ethylic Biodiesel Using Principal Component Analysis

The possibility of using renewable feedstocks for biodiesel production and reducing gas emissions makes it an attractive large-scale substitute to traditional fossil diesel. Although renewability is one of the main driving forces in biodiesel use, traditional production routes employ methanol as the transesterification agent, a chemical generated from fossil carbon. Aiming at further improving biodiesel’s sustainable performance, the replacement of methanol by ethanol has been proposed. Use of the ethylic production route could further reduce CO2 emissions, energy consumption and generate more jobs. The objective of this study is to unveil whether substituting methanol for ethanol does indeed result in a less carbon and energy intensive production chain while also increasing job generation and decreasing social strife. To assess production chain performance a lifecycle approach was used composed by: (i) Data assemblage from literature to represent the ethylic/methylic biodiesel systems; (ii) Construction of quantitative indicators to compare material and energetic flows; and (iii) Principal Component Analysis (PCA) for data interpretation and relevance ranking of calculated social/environmental indicators. Focus was given to CO2 emissions, energy consumption and social aspects of sustainability. Results show that use of ethanol does indeed reduce CO2 emissions, due to extra agricultural carbon sinks in the production chain but increases energy consumption and energy loss. Methanol also resulted in a chain with higher average wages, more jobs generated and less forced labor cases but with a higher accident rate and a high salary disparity. PCA showed that carbon intensity is one of the most important environmental metrics while energy consumption was considered secondary, but the high correlation between these aspects highly impact chain sustainability. PCA also greatly differentiated agricultural and industrial links of respective production chains, with industrial links being governed by CO2 emissions and process safety and agricultural links by water consumption, land use and energy loss. A distinct tradeoff was seen between environmental and social considerations of sustainability and between carbon intensity and energy consumption reductions. As a result, substitution is only justified in scenarios in which CO2 emissions outweigh energy intensity and social aspects.

Hot Off the Press: She Works Hard for the Money-Time's Up in Health Care.

Hot Off the Press: She Works Hard for the Money-Time's Up in Health Care.

What is the financial incentive to immigrate? An analysis of salary disparities between health workers working in the Caribbean and popular destination countries

BackgroundThe continuous migration of Human Resources for Health (HRH) compromises the quality of health services in the developing supplying countries. The ability to increase earnings potentially serves as a strong motivator for HRH to migrate abroad. This study adds to limited available literature on HRH salaries within the Caribbean region and establishes the wage gap between selected Caribbean and popular destination countries.MethodsSalaries are reported for registered nurses, medical doctors and specialists. Within these cadres, experience is incorporated at three different levels. Earnings are compared using purchasing power parity (PPP) exchange rates allowing for cost of living adjusted salary differentials, awarded to different levels of work experience for the chosen health cadres in the selected Caribbean countries (Jamaica, Dominica, St Lucia and Grenada) and the three destination countries (United States, United Kingdom and Canada).ResultsRegistered nurses in the destination countries, across all experience levels, have greater spending power compared to their Caribbean counterparts. Recently qualified registered nurses earn substantially more in the UK (86.4%), US (214.2%) and Canada (182.5% more). The highest PPP salary ($) gap amongst more experienced nurses (5-10 years) is found within the US, with a gap of 163.9%. PPP salary gaps amongst medical doctors were pronounced, with experienced cadres (10–20 years of experience) in the US earning 316.3% more than their Caribbean counterparts, whilst UK doctors (183.5%) and Canadian doctors (251.3%) also earning significantly more. Large salary differentials remained for medical specialists and consultants. US specialist salaries were 540.4% higher than their Caribbean based counterparts, whilst UK and Canadian specialists earned 95.2 and 181.6% more respectively.ConclusionThe PPP adjusted HRH salaries in the three destination countries are superior to those of comparable HRH working in the Caribbean countries selected. The extent of the salary gaps vary according to country and the health cadre under examination, but remain considerable even for newly qualified HRH. The financial incentive to migrate for HRH trained and working in the Caribbean region remains strong, with governments having to consider earning potential abroad when formulating policies and strategies aimed at retaining health professionals.