Sex Differences in Physician Salary in US Public Medical Schools

Jena, Anupam B.; Olenski, Andrew; Blumenthal, Daniel M.

doi:10.1001/jamainternmed.2016.3284

Cited by 555 publications

(469 citation statements)

References 34 publications

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“…At the same time, we also see the need to sustain and improve our efforts. Like other academic departments and scientific organizations that have engaged in such self-examination, we have found that it is possible to make substantive improvements in supporting the career development of women faculty and that, at least for the present, ongoing monitoring and intervention appears essential [11][12][13]. We were unable to obtain comparable data from other departments within or outside of our university to use as benchmarks.…”

Section: Challenges and Next Stepsmentioning

confidence: 94%

Eliminating the Glass Ceiling in Academic Psychiatry

et al. 2017

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Section: Challenges and Next Stepsmentioning

confidence: 94%

Eliminating the Glass Ceiling in Academic Psychiatry

et al. 2017

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“…An obvious example is the [8]. Some people hypothesize that this sex salary gap can be explained by the constraints of family responsibilities leading to decreased hours and productivity [9,10].…”

Section: Female Physiciansmentioning

confidence: 99%

“…Some people hypothesize that this sex salary gap can be explained by the constraints of family responsibilities leading to decreased hours and productivity [9,10]. That may have been the case in the past, but recent studies found that this gender salary gap cannot be explained by age, experience, specialty, practice type, work hours, research productivity, or clinical revenue [8,11]. A double-blinded study found that American universities viewed men as more competent and deserving of higher salaries than equally qualified women [12].…”

Section: Female Physiciansmentioning

confidence: 99%

Multiple Identities: A Literature Review on the Unique Experiences and Challenges of LGBT Female Physicians of Color

Wong¹,

Tucker²

2018

Fam Med Med Sci Res

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Lesbian, gay, bisexual, and transgender (LGBT) female physicians of color experience an interesting intersectionality of identities. While socially advantaged due to their status as physicians, they are also struck with socially disadvantageous statuses by being female, person of color, and LGBT. These individuals are united by recurring themes of oppression, lack of visibility, perceived inferiority, and of course empowerment. The purpose of this paper is to review the current literature on LGBT female physicians of color and to provide a framework for potential solutions. By increasing the number of LGBT female physicians of color in both the general workforce and positions of leadership, the patient-physician relationship can be strengthened, improving healthcare outcomes for the underserved. Further, improved physician satisfaction will promote physician wellbeing and longevity and protect against physician burnout.

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“…[10][11] One theory is that female physicians face additional challenges at work and at home. Women physicians are paid less, [12] are less likely to be promoted, [13] and on average, spend 8.5 more hours per week on household activities, [14] even after adjusting for age, experience, specialty, clinical revenue, and research productivity. Motherhood, in particular, may impose challenges and biases that limit opportunity, advancement, and the supportiveness of the work environment.…”

Section: Introductionmentioning

confidence: 99%