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 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. 

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