Gender Equity
![Two female physicians speaking Two female physicians speaking](/images/default-source/default-album/female-physicians-640-x-480.png?sfvrsn=f79a6657_0&MaxWidth=640&MaxHeight=420&ScaleUp=false&Quality=High&Method=ResizeFitToAreaArguments&Signature=7535113058E264CB2D6D070501ADA4F8648B202F)
The Medical Society of DC has launched a Gender Equity Task Force to explore areas around equity in medicine in the District. The Task Force's work will include:
- A compensation survey to determine pay disparities among male and female physicians in DC
- Webinars and in-person programs on negotiating employment contracts and equitable compensation
- Published resources to help build gender equity in DC healthcare facilities
- And more.
See below for some of the Task Force's initial work. Want to get involved or partner with the task force in its work? Contact Pia Duryea.
AMWA Resources
Gender Equity Task Force
AAMC Resources
AWS Resources
Academic Articles
Westring, A., et al., An Integrated Framework for Gender Equity in Academic Medicine. Acad Med, 2016. 91(8): p. 1041-4. Online Open Access
Bickel, J., Is Gender Equity Possible in Academic Medicine or Are There More Useful Goals on Which to Focus? J Womens Health (Larchmt), 2020. 29(8): p. 1025-1027. Online Open Access
Burden, M., et al., Gender disparities in leadership and scholarly productivity of academic hospitalists. J Hosp Med, 2015. 10(8): p. 481-5. PDF
Caffrey, L., et al., Gender equity programmes in academic medicine: a realist evaluation approach to Athena SWAN processes. BMJ Open, 2016. 6(9): p. e012090. PDF
Isaac, C., B. Lee, and M. Carnes, Interventions that affect gender bias in hiring: a systematic review. Acad Med, 2009. 84(10): p. 1440-6. Free, Full PDF
Chen, S., G.L. Beck Dallaghan, and A. Shaheen, Implicit Gender Bias in Third-Year Surgery Clerkship MSPE Narratives. J Surg Educ, 2020. Online Open Access
Sidhu, A., S. Jalal, and F. Khosa, Prevalence of Gender Disparity in Professional Societies of Family Medicine: A Global Perspective. Cureus, 2020. 12(5): p. e7917. Online Open Access
Acosta, D.A., et al., Achieving Gender Equity Is Our Responsibility: Leadership Matters. Acad Med, 2020. 95(10): p. 1468-1471. Online Open Access
Nationwide Data on Compensation Inequality
Despite the increased number of women physicians, there is a significant gender pay gap in medicine in nationwide surveys. Studies show that women physicians nationwide earn less than men despite controlling for variables such as race, ethnicity,
and specialty.
According to a brief coauthored by DC Board of Medicine Chair Dr. Andrea Anderson, across every racial/ethnic group, male physicians earned more than female physicians. The annual average income was $224,645 and
average hourly compensation was $88.06. Regardless of racial/ethnic group, all male respondents earned above the average annual income, and all women respondents earned below average. Women physicians earn less than men whether they are in primary
or specialty care, with women in primary care making the least of all physicians.
These disparities amplify and compound over time. A widely publicized study calculated that women physicians make $2 million less than men over their
lifetime.
Physician mothers face further unique structural challenges. These include barriers to lactation in the workplace and the disproportionate childcare burden that they face. A JAMA study found that women physicians “have
the added difficulty of trying to find care outside typical hours such as nights and weekends, with only 8 percent of the center-based care providing nonstandard coverage.
Causes of Inequality
Pay transparency is seen as a way to highlight pay disparities and to close the gender gap. A LinkedIn study found that women are more open than men to sharing pay information. The Task Force discussed anecdotal reports of gender inequity for solo
providers in reimbursement from payers.
Although pay transparency may facilitate equity, it is certainly not the only factor. Opportunities for advancement and promotion as well as work schedule flexibility, work-life balance, structural
workplace policies, and skill development (such as contract negotiation) play an important role in overall compensation and career satisfaction.
The COVID-19 pandemic impacted women disproportionately compared to men, largely by shifting
caretaking and homecare roles to women. Consequently, existing disparities were amplified with an increase in burnout. This led to an increase in women leaving the physician workforce during the pandemic. It is unclear whether that trend will
continue beyond the pandemic and what will be the long-term impact of the pandemic on GE.
-
MSDC Board Approves Gender Equity Compensation Survey, Policy
February 28, 2023
MSDC's leadership approved resources and commitment to explore how to make medicine in DC more equitable.
Continue Reading -
Gender Equity Task Force Tackles Pay Gap in Medicine
September 2, 2022
MSDC's Gender Equity Task Force drew a roadmap for its activities in the coming months at a meeting August 30
Continue Reading
- 1
- 2
- 3
- 4
- 5 (current)
Task Force Members
Dr. Monika Masanam (Co-Chair, WIM Co-Chair)
Dr. Klint Peebles (Co-Chair, Advocacy Chair)
Dr. Susanne Bathgate
Dr. Jehan El-Bayoumi
Dr. Nada Mallick
Dr. Ashesh Patel
Dr. Dana Shively
Allison Willett