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Exploring Faculty Salary Equity at U.S. Medical Schools by Gender and Race/Ethnicity

Year Published: 2021
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Exploring Faculty Salary Equity at U.S. Medical Schools by Gender and Race/Ethnicity

Designed for individuals or institutions seeking medical school faculty compensation information for hiring, benchmarking, or retaining purposes and for medical school department chairs, deans, associate deans, and other leaders who might use the data for addressing equitable compensation practices among faculty.

Exploring Faculty Salary Equity at U.S. Medical Schools by Gender and Race/Ethnicity
Year Published: 2021
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DESIGNED FOR


Designed for faculty, medical education curricula developers, residents, medical school administration, Designated Institutional Officials (DIOs), clinical leaders at teaching hospitals, and others interested in undergraduate, graduate, and continuing medical education.

       

OVERVIEW AND BENEFITS


Understanding and addressing salary equity in academic medicine is critical to attracting and retaining talented faculty in U.S. medical schools and fulfilling institutional missions. This publication explores salary equity as one of many institutional efforts that make up an overall strategy to promote an equitable culture and climate.

The AAMC developed this report to offer national compensation data by gender and race/ethnicity to support institutions in successfully implementing salary equity initiatives at the local level. This analysis of compensation by gender and race/ethnicity recognizes how critical it is for institutions to use multiple variables in their analyses to get accurate results and identify areas of inequity. The presentation of AAMC Faculty Salary Survey data illuminates trends in the current state of faculty compensation by gender, race/ethnicity, rank, degree, and medical specialty.

Key Findings:

  • In most cases, White men were paid a higher median compensation than men of other races/ethnicities and women of all races/ethnicities.
  • Of faculty of the same race/ethnicity, men had a higher median compensation than women in most cases, indicating that gender is the primary factor driving compensation inequities.
  • Compensation equity trends vary greatly between departments/specialties, degree types, and races/ethnicities.
  • No trends were observed where individuals of one race/ethnicity consistently made less than all other races/ethnicities – that is, people of one race/ethnicity did not always make less than others.
  • Even among the departments/specialties with the most faculty of color, such as OB/GYN, gaps in compensation by gender and race/ethnicity existed.

     

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TERMS OF SALE


This publication was developed by the AAMC to advance medical education. It is provided to the medical community at no cost for that purpose.

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Number of Pages: 87 Year Published: 2021