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  • sdadmin
    Keymaster
    September 21, 2018 at 11:39 am #1513
    1. WHEREAS, the average female practicing physician can expect to earn, on average, as much as
    2. 37% less than her average male colleague1-5; and
    1. WHEREAS, a recent study reports that the average female physician working with an academic
    2. appointment at public medical schools in the US can expect to earn, on average, 19.8% less than her
    3. average male colleague3; and
    1. WHEREAS, in a recent survey it was reported that the average female resident physician can
    2. expect to earn, on average, as much as $900 less than her average male colleague and where other
    3. studies have shown that newly practicing female physicians can earn as much as 17% less than their
    4. male colleagues4,6; and
    1. WHEREAS, literature supports that these disparities in income persist even when factors that may
    2. contribute to them, including but not limited to, choice of specialty, family dynamics, working
    3. environment, and individual earning characteristics are controlled for1,2,3,6,7; and
    1. WHEREAS, these disparities in income are likely to appear early in a woman’s career, persist
    2. throughout it, and even widen as women continue to practice throughout their career6,8; and
    1. WHEREAS, these disparities in income between women and men may result from, yet nonetheless
    2. perpetuate a system of inequality at the detriment of women in the medical profession referred to as
    3. the “gender compensation gap”; and
    1. WHEREAS, the cause(s) of the “gender compensation gap” in the United States remains largely
    2. unstudied and not well understood1,6; now, therefore, be it
    1. RESOLVED, that the American Osteopathic Association (AOA) acknowledge the existence of the
    2. “gender compensation gap” between female and male physicians in the United States; and, be it
    3. further
    1. RESOLVED, that the AOA support research efforts into the cause(s) of the “gender compensation
    2. gap” amongst physicians in the United States in order to identify specific, evidence-based strategies
    3. for minimizing the “gender compensation gap”; and, be it further
    1. RESOLVED, that the AOA support the adoption of evidence-based policies and practices that
    2. ensure the equal compensation of female and male physicians who work with the same job title and
    3. job description, and with equivalent or comparable credentials and qualifications, and under the
    4. same working circumstances in the academic, clinical, and support programs that are promoted by,
    5. accredited by, endorsed by, or otherwise funded by the AOA; and, be it further

    1. RESOLVED, that the AOA develop guidelines for institutions to implement, consisting of
    2. evidence-based strategies that have been shown to mitigate the “gender compensation gap”.

    References

    1. American College of Physicians. (2017). “Research on Compensation Equity and Transparency in the Field of Medicine”.
    2. 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.
    3. Jena, A. , Olenski, A., Blumenthal, D. (2016). “Sex Differences in Physician Salary in US Public Medical Schools”. JAMA Internal Medicine. 176(9):1294-1304.
    4. Doximity. (2018). “2018 Physician Compensation Report”
    5. American Medical Association House of Delegates Resolution 10(A-18). (2018) “Gender Equity in Compensation and Professional Advancement”
    6. 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.
    7. 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.
    8. Bowles, HR. et al. (2005). “Constraints and triggers: Situational mechanics of gender in negotiation.” J Pers Soc Psychol. 89:951–965.

    9. Submitted by:
      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

      Action Taken:

      Date:

      Effective Time Period: Ongoing

  1. Wessley Square
    Philadelphia College of Osteopathic Medicine
    Posts:
    September 23, 2018 at 9:55 pm #1551

    While I agree with what I think this resolution is attempting to accomplish, I foresee a few significant hurdles with it as written.

    First and foremost being that it does not acknowledge AOA Policy H207-A/17 on NON-GENDER DISCRIMINATION, which reads, “The American Osteopathic Association requires all of its recognized training institutions, both osteopathic and allopathic, to provide equally for their all physicians and students.” Granted, equally providing for could be interpreted as separate from specifically specifying that they must provide equal pay. It would likely be more effective to specify that “the AOA shall expand its protections under AOA Policy H207-A/17 to specify among these provisions equal pay regardless of gender (And if you are so inclined, to include: race, color, religion, creed, sex, sexual orientation, pregnancy and pregnancy related conditions, gender identity, national origin, ancestry, age, veteran status, disability unrelated to job requirements, genetic information, or other protected status).

    Further, where on lines 26 and 27 it reads “evidence-based policies and practices that ensure the equal compensation…” would at best seem unsupported by the whereas statements, and at worst potentially seem to at odds with lines 18 and 19 which reads “the cause(s) of the “gender compensation gap” in the United States remains largely unstudied and not well understood1,6;”

    I would suggest the following amendments:

    Strike from line 19 “now, therefore, be it” and replace it with “and”
    Strike lines 23 through 25.
    Add after line 19 a new Whereas reading “WHEREAS, AOA Policy H207-A/17 NON-GENDER DISCRIMINATION, reads, “The American Osteopathic Association requires all of its recognized training institutions, both osteopathic and allopathic, to provide equally for their all physicians and students,” now, therefore, be it
    Strike from lines 26 and 27 “support the adoption of evidence-based policies and practices that ensure the equal compensation of female and male” and replace it with, “shall expand its protections under AOA Policy H207-A/17 to specify among these provisions equal pay regardless of sex, gender identity, or sexual orientation to all”
    Strike from the next page, both lines 1 and 2.

    So that it would read starting from the new line 20:

    “WHEREAS, AOA Policy H207-A/17 NON-GENDER DISCRIMINATION, reads, “The American Osteopathic Association requires all of its recognized training institutions, both osteopathic and allopathic, to provide equally for their all physicians and students,” 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
    further

    RESOLVED, that the AOA shall expand its protections under AOA Policy H207-A/17 to specify among these provisions equal pay regardless of sex, gender identity, or sexual orientation to all 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.”

    This more streamlined presentation takes existing policy, focuses it toward your desired topic and directs action to help close the pay gap, without leaving as much room for debate from parties who may be resistant to change. And as before stated, I would consider the inclusion of race, color, religion, creed, sex, sexual orientation, pregnancy and pregnancy related conditions, gender identity, national origin, ancestry, age, veteran status, disability unrelated to job requirements, genetic information, or other protected status although admittedly these are tangential to your original point, they do address avenues of discrimination which should at some point be addressed. Some of these already being addressed by existing laws which I would also suggest adding to your Whereas statements as potential opponents of this resolution may point to these laws as reasons this resolution is not necessary, it would be useful to include them at the start and say that despite these laws, a wage gap persists. https://www.eeoc.gov/eeoc/publications/fs-epa.cfm

    • Max Stephens
      Kirksville College of Osteopathic Medicine
      Posts:
      October 3, 2018 at 7:18 pm #1966

      I appreciate the feedback provided in your comment, and I agree with several of the changes that you proposed, namely the inclusion of a whereas statement acknowledging prior AOA policy on this topic and also a statement acknowledging current U.S. law with regard to this issue. Listed below my own comments are all of the changes that I would propose based on the feedback provided in your comment above.

      Responding to the proposal for striking lines 23-25 and lines 1-2 on page 2, I do not fully agree with these changes. The goal of this resolution is to address the gender pay gap, rather than reiterate or clarify that men and women should be compensated equally, which has already been established at the very least by U.S. law. The major goal for this resolution is to outline actionable steps for minimizing the gender pay gap through ongoing research and the translation of research into action. I understand that the proposed changes are aimed at streamlining the resolution, but I think that striking these statements altogether alters the resolution too much from its main purpose of minimizing the pay gap.

      Additionally, although I support the inclusion of sexual orientation among other protected classes in the wording of this resolution, I do not believe that elaborating these classes, specifically in the proposed amendment to lines 26-27, is relevant as this resolution is dealing specifically with the pay gap regarding gender. I am interested in doing more research to develop an additional resolution addressing intersectional disparities in compensation in the medical profession, encompassing those protected classes which were listed in the original comment, and welcome collaboration on such a resolution.

      Last, with regard to the use of the phrasing “evidence-based” in lines 26-27 and elsewhere in this resolution, it was noted that this appears to be contradicted by lines 18-19, and otherwise unsupported by the whereas statements in general. I should clarify that using the term “evidence-based” here is more intended to establish that policies or changes that come from the adoption of this resolution ought to be based on evidence and practices that have been demonstrated to be effective rather than based on anecdote or conjecture.

      To clarify these points and address the concerns that were raised with this resolution, I would propose the following amendments and additions provided from the original comment:

      Adding a new whereas statement after line 9 reading:

      “WHEREAS, these disparities in income persist despite current United States federal law mandating the equal compensation of men and women for equal work in the same establishment and with due respect to permissible ‘affirmative defenses’ under the Equal Pay Act of 1963 (9), and”

      Striking from lines 18-19 ”the cause(s) of the “gender compensation gap” in the United States remains largely unstudied and not well understood(1,6);” and amending lines 18-19 to read:

      “WHEREAS, there is insufficient research to conclusively establish the cause(s) or conditions which promote the persistence of the “gender compensation gap” in the United States (1,6), and”

      Striking “now, therefore, be it” from line 19, adding “, and”, and adding a new whereas statement after line 19 reading:

      “WHEREAS, AOA Policy H207-A/17 NON-GENDER DISCRIMINATION, reads, “The American Osteopathic Association requires all of its recognized training institutions, both osteopathic and allopathic, to provide equally for their all physicians and students,” now, therefore, be it”

      Adding “in response to the current lack of conclusive research into such causes” after “RESOLVED, that the AOA support research efforts into the cause(s) of the “gender compensation gap” amongst physicians in the United States” and before “in order to identify specific, evidence-based strategies for minimizing the “gender compensation gap”; and, be it further”
      Adding “further” after “in order to” in line 24
      amending lines 23-25 to read:

      “RESOLVED, that the AOA support research efforts into the cause(s) of the “gender compensation gap” amongst physicians in the United States in response to the current lack of conclusive research into such causes in order to further identify specific, evidence-based strategies for minimizing the “gender compensation gap”; and, be it further”

      Including “shall expand its protections under AOA Policy H207-A/17 to specify among these provisions equal pay regardless of sex or gender identity and” after AOA in line 26
      Also including “requiring the same responsibility, effort and skill” after qualifications in line 28
      Also changing “same” in line 29 to “similar”
      Amending lines 26-29 to read:

      “RESOLVED, that the AOA shall expand its protections under AOA Policy H207-A/17 to specify among these provisions equal pay regardless of sex or gender identity and 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, requiring the same responsibility, effort and skill, and under similar 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”

      Adding “consisting of strategies supported by current available evidence“ after implement in line 1 on page 2, amending lines 1-2 (page 2) to read:

      “RESOLVED, that the AOA develop guidelines for institutions to implement, consisting of strategies supported by current available evidence that have been shown to mitigate the “gender compensation gap”.”

      Adding citation 9:

      United States. Department of Labor. Office of the Solicitor. (1963). Equal Pay Act of 1963 – EPA. Pub. L. 88-38. 29 U.S. Code Chapter 8 § 206(d). Washington.