- WHEREAS, the average female practicing physician can expect to earn, on average, as much as
- 37% less than her average male colleague1-5; and
- WHEREAS, a recent study reports that the average female physician working with an academic
- appointment at public medical schools in the US can expect to earn, on average, 19.8% less than her
- average male colleague3; and
- WHEREAS, in a recent survey it was reported that the average female resident physician can
- expect to earn, on average, as much as $900 less than her average male colleague and where other
- studies have shown that newly practicing female physicians can earn as much as 17% less than their
- male colleagues4,6; and
- WHEREAS, literature supports that these disparities in income persist even when factors that may
- contribute to them, including but not limited to, choice of specialty, family dynamics, working
- environment, and individual earning characteristics are controlled for1,2,3,6,7; and
- WHEREAS, these disparities in income are likely to appear early in a woman’s career, persist
- throughout it, and even widen as women continue to practice throughout their career6,8; and
- WHEREAS, these disparities in income between women and men may result from, yet nonetheless
- perpetuate a system of inequality at the detriment of women in the medical profession referred to as
- the “gender compensation gap”; and
- WHEREAS, the cause(s) of the “gender compensation gap” in the United States remains largely
- unstudied and not well understood1,6; now, therefore, be it
- RESOLVED, that the American Osteopathic Association (AOA) acknowledge the existence of the
- “gender compensation gap” between female and male physicians in the United States; and, be it
- RESOLVED, that the AOA support research efforts into the cause(s) of the “gender compensation
- gap” amongst physicians in the United States in order to identify specific, evidence-based strategies
- for minimizing the “gender compensation gap”; and, be it further
- RESOLVED, that the AOA support the adoption of evidence-based policies and practices that
- ensure the equal compensation of female and male physicians who work with the same job title and
- job description, and with equivalent or comparable credentials and qualifications, and under the
- same working circumstances in the academic, clinical, and support programs that are promoted by,
- accredited by, endorsed by, or otherwise funded by the AOA; and, be it further
- RESOLVED, that the AOA develop guidelines for institutions to implement, consisting of
- evidence-based strategies that have been shown to mitigate the “gender compensation gap”.
- American College of Physicians. (2017). “Research on Compensation Equity and Transparency in the Field of Medicine”.
- Butkus, R. et al. (2018). “Achieving Gender Equity in Physician Compensation and Career Advancement: A Position Paper of the American College of Physicians”. Annals of Internal Medicine. 168: 721-723.
- Jena, A. , Olenski, A., Blumenthal, D. (2016). “Sex Differences in Physician Salary in US Public Medical Schools”. JAMA Internal Medicine. 176(9):1294-1304.
- Doximity. (2018). “2018 Physician Compensation Report”
- American Medical Association House of Delegates Resolution 10(A-18). (2018) “Gender Equity in Compensation and Professional Advancement”
- Lo, A., Richards, M., Chou, C., Gerber, S. (2011). “The $16,819 Pay Gap For Newly Trained Physicians: The Unexplained Trend Of Men Earning More Than Women”. Health Affairs. 30,2:193-201.
- Freund, K. et al. (2016). “Research Report – Inequities in Academic Compensation by Gender: A Follow-up to the National Faculty Survey Cohort Study”. Academic Medicine. 91,8:1-6.
- Bowles, HR. et al. (2005). “Constraints and triggers: Situational mechanics of gender in negotiation.” J Pers Soc Psychol. 89:951–965.
Maxwell Stephens, OMS II – A.T. Still University Kirksville College of Osteopathic Medicine
Michael Cannova, OMS II – A.T. Still University Kirksville College of Osteopathic Medicine
Renee Chen, OMS II – A.T. Still University Kirksville College of Osteopathic Medicine
Effective Time Period: Ongoing
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