AAMC Store
Sign in for the best experience
Exploring Salary Equity Among Medical School Leadership
Year Published: 2022 |
DIGITAL
$0.00
In stock
- Quick Download (will not put the PDF into your My Downloadable Products folder)
- Exploring Salary Equity Among Medical School Leadership
------------------------------------------------------------------------------
Notice: If you receive an error message when completing your purchase, you can download the report directly.
------------------------------------------------------------------------------
This report presents for the first time aggregate data from the AAMC’s annual Dean’s Office Staff Compensation Survey and Dean’s Compensation Survey and examines salary equity among medical school deans and dean’s office leadership positions. This report builds off the AAMC’s first two faculty-focused reports addressing salary equity in academic medicine.
Exploring Salary Equity Among Medical School Leadership
Year Published: 2022 |
SIGN IN FOR THE BEST EXPERIENCE
Tip: If you receive an error message when completing your purchase, you can download the report directly.
DESIGNED FOR
Designed for individuals or institutions seeking leadership compensation data for hiring and retaining medical school deans and other dean’s office leaders, or for those leaders who are looking to develop equitable compensation practices.
OVERVIEW AND BENEFITS
Understanding and addressing salary equity in academic medicine is critical to attracting and retaining talented individuals in U.S. medical schools and fulfilling institutional missions. This publication explores salary equity as one of many institutional efforts to improve equity and provides medical schools leaders with new resources to understand compensation trends nationally and reflect upon and enhance local salary-setting practices.
Key Findings:
- Among the dean’s office staff, the chief officers/senior-most leaders in Academic Affairs/Medical Education (82%), Research Affairs (69%), and Clinical Affairs (66%) had higher percentages of senior associate/vice dean leaders compared with Admissions (7%), Student Affairs (19%), and Diversity Affairs (35%), which had high percentages of associate dean leaders and were largely composed of women leaders.
- Across many administrative areas and levels, men had a higher median compensation than women. Due to the lack of racial and ethnic diversity across senior-most leadership, few compensation comparisons by race/ethnicity and gender were possible.
- Among medical school deans, 44% had responsibility only for the medical school and 56% had responsibility for the medical school and for a faculty practice plan(s), other health profession schools, and/or a hospital/health system. Overall, a larger percentage of women and deans of color were responsible for the medical school only or the medical school and other health profession schools compared with their peers.
PRODUCT FORMAT
To download this publication as a PDF, either click the download link above or click “add to cart” and complete the checkout process to obtain the download link.
This product is currently not available in other formats.
TERMS OF SALE
This publication is provided at no cost by the AAMC to advance medical education.
Please review our Frequently Asked Questions for information about our policies and processes.
The AAMC respects your privacy. Please review our privacy statement, which governs our use of any information you provide to us.
QUESTIONS
If you have questions about the AAMC Store or your purchase, please contact the AAMC Store. Representatives typically respond within one business day.
Number of Pages: 59 | Year Published: 2022 |
Search