PREVIOUS "\ Exploring Faculty Salary Equity at U.S. Medical Schools by Gender and Race/Ethnicity AAMC Washington, D.C. ~\ LXIN PREVIOUS "~\ AUTHORS Valerie M. Dandar, MA Diana M. Lautenberger, MAT ACKNOWLEDGMENTS The authors would like to acknowledge the following individuals and groups for their contributions to and feedback on this report: AAMC Staff: Malika Fair, Sarah Hook-Rogers, Norma Poll-Hunter, Rae Anne Sloane, Kristen Wingrove, Stefanie Wisniewski Constituent Stakeholder Group and Steering Committees: Linda Barry, Kevin Eide, Amy Gottlieb, Toi Harris, Sharonne Hayes, Reshma Jagsi, Carolyn Meltzer, Ana Nunez; GD! Steering Committee; GWIMS Steering Committee The AAMC (Association of American Medical Colleges) is a nonprofit association dedicated to transforming health through medical education, health care, medical research, and community collaborations. Its members are all 155 accredited U.S. and 17 accredited Canadian medical schools; approximately 400 teaching hospitals and health systems, including Department of Veterans Affairs medical centers; and more than 70 academic societies. Through these institutions and organizations, the AAMC leads and serves America's medical schools and teaching hospitals and the millions of individuals employed across academic medicine, including more than 186,000 full-time faculty members, 94,000 medical students, 145,000 resident physicians, and 60,000 graduate students and postdoctoral researchers in the biomedical sciences. Additional information about the AAMC is available at aamc.org. Suggested citation: Dandar VM, Lautenberger DM. Exploring Faculty Salary Equity at U.S. Medical Schools by Gender and Race/Ethnicity. Washington, DC: AAMC; 2021. © 2021 Association of American Medical Colleges. May not be reproduced or distributed without prior permission. To request permission, please visit aamc.org/91514/reproductions.html. ~\ LXIN CONTENTS Executive Summary iv Introduction 1 1 | A Look Back at the 2019 Promising Practices for Understanding and Addressing Salary Equity at U.S. Medical Schools Report 2 | Studying Salary Equity by Gender and Race/Ethnicity § | How to Use This Report and Key Terms 8 | Background on the AAMC Faculty Salary Survey and Analysis 11 2020 Faculty Salary Survey 12 Methods 12 Analysis and Interpretation Considerations 13 | Findings of the 2020 Faculty Salary Equity Analysis 15 Summary of Key Findings 16 | Discussion and Conclusion 54 First Steps Organizations Can Take to Initiate a Salary Equity Effort 56 Top 10 Organizational Actions for Holistically Addressing Salary Equity 56 | Appendices 57 | References 79 ~\ LXIN PREVIOUS "\ EXECUTIVE SUMMARY Beyond the moral imperative to address equity issues, including salary equity, there are tangible institutional benefits to doing so - and costs to ignoring those issues. Understanding and addressing salary equity in academic medicine is critical to attracting and retaining talented faculty in U.S. medical schools and fulfilling institutional missions. This publication serves as a continuation of the 2019 Promising Practices for Understanding and Addressing Faculty Salary Equity at U.S. Medical Schools report by further exploring salary equity as one of many institutional efforts that make up an overall strategy to promote an equitable culture and climate. The 2021 Exploring Faculty Salary Equity at U.S. Medical Schools by Gender and Race/Ethnicity report offers national compensation data by both gender and, for the first time, race/ethnicity to support institutions in successfully implementing salary equity initiatives at the local level. This new analysis of compensation by gender and race/ethnicity recognizes how critical it is for institutions to use multiple variables in their analyses to get accurate results and identify areas of inequity. The presentation of AAMC Faculty Salary Survey data illuminates trends in the current state of faculty compensation by gender, race/ ethnicity, rank, degree, and medical specialty. Although the AAMC collects data about only some of the variables needed to explore this complex topic, this complement to the 2019 report is a useful first step in addressing salary equity issues in academic medicine. Major findings from this report show that in most cases, White men were paid a higher median compensation than men of other races/ethnicities and women of all races/ethnicities. Further, of faculty of the same race/ethnicity, men had a higher median compensation than women in most cases, indicating that gender is the primary factor driving compensation inequities. There was much variation in compensation equity trends among departments/specialties, degree types, and races/ethnicities, so data are best examined carefully. In addition, no trends were observed where individuals of one race/ethnicity consistently made less than all other races/ethnicities - that is, people of one race/ethnicity did not always make less than others. Even among the departments/specialties with the most faculty of color, such as OB/GYN, gaps in compensation by gender and race/ethnicity existed. The 2019 report provided extensive information about salary equity research, how salary equity studies are conducted, and how the results are used to promote equitable compensation practices through case studies, and this report does not reproduce that information. Instead, it provides new analyses by including race/ethnicity along with gender and describes additional areas that are systemically connected to salary equity that medical schools should address, such as hiring and advancement processes, flexible appointment policies, and child care options. Adopting frameworks that consider salary equity within larger equity issues in the workplace is paramount for U.S. medical schools. This publication is one AAMC resource of many to come that support U.S. medical schools in understanding and addressing salary equity. \ LXIN IV | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ INTRODUCTION Addressing salary equity has tangible institutional benefits, such as improved organizational performance and higher employee engagement, in addition to fulfilling the moral imperative of promoting equity issues (Hunt et al. 2018; Noland et al. 2016). Ignoring those issues has costs. Understanding and addressing salary equity in academic medicine is critical to attracting and retaining talented, diverse faculty in U.S. medical schools and fulfilling institutional missions. Salary equity is a key component of an overall approach to equity and should be considered one element in a comprehensive diversity, equity, and inclusion strategy. Efforts to address salary inequities must be faced now and head on, as the Institute for Women's Policy Research (IWPR) notes: "It will take 40 years -- or until 2059 -- for women to finally reach pay parity. For women of color, the rate of change is even slower: Hispanic women will have to wait until 2224 and Black women until 2130 for equal pay" (IWPR 2021). This assumes the current rates of change do not slow down, which means redoubling salary equity efforts, according to ample evidence from a 2018 IWPR study, among others cited in this report. Moreover, the disruptions of the pandemic are likely to greatly affect salary and other equity issues, and institutions cannot afford to lose focus on equity goals. U.S. women physicians continue to make between 17% and 28% less than men at all career stages and across specialties, even at the beginning of their careers as they leave residency, when controlling for specialty, practice location, and productivity (CHWSNY 2018; Doximity 2019; Lo Sasso et al. 2020; MGMA 2017). Insisting on equal pay for equal work is a moral imperative, as is not devaluing the work of people who have been historically marginalized. Not addressing salary inequities means they add up financially over the years, which impacts retirement savings and choices later in life. Disparities in salaries can also affect the ability to repay student and other kinds of debt. 1 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ COMPONENTS OF PAY: Compensation in academic medicine is generally composed of fixed/contractual salary, bonus/incentive pay, and medical practice supplements. Dual narratives continue to inhibit addressing salary inequity, one institutional and one cultural: (1) compensation in academic medicine is too complex to analyze overall and when comparing institutions and (2) women and other marginalized people choose to earn less through their career and personal choices. Both narratives persist as justifications for institutions not to address or study their own compensation practices. There are serious legal and financial risks to not addressing salary equity, though, in addition to the ethical reasons (Gottlieb 2021). Not only are employees more likely to feel engaged when their organization addresses salary equity, but they are more likely to stay at their institution (Miller 2016). Institutions should combat cultural narratives about marginalized people, particularly women, such as they choose to work less than others, negotiate less than others, or enter lower-paying specialties. These narratives can be countered with research about how women are segregated by departments and specialties in academic medicine and about the effects of societies' expectations around caregiving, as well as about how people from some marginalized groups are penalized for negotiating (Bowles 2007; Jagsi 2012; Levine, 2013; Pollart 2015; Sarfaty et al. 2007). Salary equity cannot be addressed without acknowledging cultural norms and misconceptions that oversimplify inequity issues. Consistent findings of salary inequity across industries and over time show that academic medicine is not an exception - and while there are unique and complex components to both pay and the nature of work in academic medicine, these are not reasons to ignore salary inequity. When developing or revising compensation plans or when setting individual compensation, organizations should consider the complex array of forces, including biases, that may lead to inequitable compensation. They should establish clear criteria for determining base salary, incentives and bonuses, and administrative supplements for leadership roles. Leaders in academic medicine should review aspects of workload that may affect an individual's ability to generate revenue that are outside their control, such as procedural volume, on-call duty and coverage scheduling, billing practices, and payer mix. Department chairs and division chiefs can work to ensure equity in distribution of duties and schedules, both at initial hiring and as part of annual performance reviews, so all faculty have opportunities to generate similar compensation within a given specialty, division, or department, as appropriate (Desai et al. 2016). One tangible way institutions can demonstrate their commitment to diversity, equity, and inclusion is to directly address the systemic biases of racism, sexism, and other institutional oppressions that affect individual compensation and rewards. Academic medicine - and the nation writ large - have been working toward making progress in being willing to recognize and call out the systemic barriers and disadvantages of certain communities. Addressing salary equity is a concrete way to acknowledge and begin to correct historical disadvantages. For many, this progress is new and evolving, and many are still grappling with how to right these wrongs. Taking concrete steps toward equity and inclusion, such as making salaries equitable, can be considered a first step toward an overall approach to diversity, equity, and inclusion. ~\ LXIN 2 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "XY } EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES Pa m y PREVIOUS "~\ As part of efforts to assist institutions in understanding and addressing salary equity, the AAMC published a report in 2019 of the first analysis of AAMC compensation data by gender (Dandar et al. 2019). Major findings of that analysis were that gaps existed in compensation for women faculty across the majority of departments and specialties at almost every rank and persisted over time. e Gaps in median total compensation existed for women in basic and clinical science departments/specialties but were generally larger for women in clinical science. e Women were paid between $0.72 and $0.96 per $1.00 paid to men across different departments/specialties. e Gaps in median total compensation still existed in departments/ specialties where women were more represented. e The greatest differences in median total compensation between men and women were for faculty with an MD or equivalent degree. e Regardless of faculty size, across a large majority of medical schools, men had a higher median total compensation than women. e Analysis of the gaps between men's and women's median total compensation showed few changes throughout the five-year period from FY 2013 to FY 2017. One major takeaway from the 2019 report was that it could not include race/ ethnicity data due to the AAMC's data-collection processes at that time. This led to the decision to start collecting compensation data by race/ethnicity in 2020. This report, a complement to the 2019 Promising Practices for Understanding and Addressing Faculty Salary Equity at U.S. Medical Schools report, displays the first analysis of these data. 4 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ 5 EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2 m 3 y PREVIOUS "XY POET EEE mA vie Analyzing compensation by gender and race/ethnicity is critically important for several reasons. First, compensation methodology is complex, so to be sound, analyses must consider as many potentially relevant variables as possible. Analyses of compensation that use large, aggregate categories are vulnerable to misinterpretation because of the likelihood that dissimilar individuals will be compared and outliers who would be eliminated with a narrower analysis will be included. Second, equity analyses that do not disaggregate by various identity factors may overlook the many nuanced aspects of compensation disparities. While general compensation trends can be analyzed by gender alone, this approach perpetuates the idea of "women" and "men" as monolithic groups, each with equal experiences and disadvantages, and it limits gender to binary categories. Instead, analyzing data broken out by gender and race/ethnicity makes it possible to identify the unique stories that show how sexism, racism, homophobia, ageism, and other oppressions can compound in individuals with multiple marginalized identities - a phenomenon known as intersectionality (Crenshaw 1989) - and can result in compensation disparities. Finally, disaggregating data by race/ethnicity can help uncover additional equity issues occurring within particular specialties and departments, ranks, and degree types. By disaggregating data across multiple variables, researchers can uncover representational diversity issues, such as severely underrepresented groups, and their potential impact on pay disparities. Identifying these underlying issues can help focus future diversity and equity efforts with these groups, including salary equity, and is a secondary outcome of this study. Additionally, institutions should consider demographic variables in their own local studies beyond just gender and race/ethnicity, such as age and LGBTQ+ status. Large studies across occupations show there are consistent gaps in compensation between women and men, which are more pronounced for women of color. In one study using Equal Employment Opportunity Commission (EEOC) data, not only were gaps identified, but they were shown to be narrower in states where major gender equality initiatives had been implemented (Reese 2019). In the IWPR's recent national study, The Gender Wage Gap by Occupation, Race and Ethnicity 2020, researchers reported that across fields, ~\ LXIN EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES the occupation with the worst gender earnings ratio (average women's pay divided by average men's pay) was Medical Scientists, at just 65.2% (IWPR 2020). The researchers also found that "women of each of the largest racial and ethnic groups earn less than White men and also earn less than men of the same racial and ethnic group." Looking even more closely at pay specific to medicine, Medscape's 2020 Female Physician Compensation Report found that men consistently received greater compensation than women across all racial groups. However, the specific discrepancies in compensation varied across racial groups. In addition, the researchers found that White women receive more compensation than women of any other race. These national studies show it is critical to study gaps in compensation with intersectionality in mind to identify trends and specific problem areas that need to be addressed. Certain very real systemic issues affect our general analyses of compensation equity by gender and race/ethnicity. While researchers, including the authors of this and the 2019 report, make their best attempt to account for all contributing variables in analyses, persistent trends complicate these studies. Occupational segregation, a physician and scientist workforce historically composed mostly of men, 7 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY and workplace biases complicate our abilities to analyze pay in a purely objective way. For example, implicit and explicit cultural expectations funnel women into certain specialties, which results in women not only being overrepresented in lower- paid specialties but also being paid less within those specialties (Gottlieb 2021). These examples of very real phenomena underscore the need for institutions to conduct their own analyses, disaggregate data across multiple variables, and compare faculty in clearly similar cohorts. ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2 m x » PREVIOUS "\ 3 | How to Use This Report and Key Terms EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES eee ly) PREVIOUS "~\ HOW TO USE THIS REPORT This report should be used as a complement to the 2019 Promising Practices for Understanding and Addressing Faculty Salary Equity at U.S. Medical Schools report. That report reviewed in depth the factors contributing to salary inequities in academic medicine and science, including the cultural narratives that perpetuate inequities and the methodological issues undergirding compensation plans specific to academic medicine. So, much of the background information about salary equity is not reproduced here. One key takeaway from the 2019 report was that institutions need to conduct their own salary equity studies using local and institution-specific data and variables, such as their own leadership positions and types of institutional service. Readers should use this report, which provides the AAMC's first-ever national analysis of compensation data by race/ethnicity, in tandem with the promising practices identified in the 2019 report to understand how to initiate, continue, and improve their salary equity efforts locally. KEY TERMS faculty of color: Faculty who identify as American Indian or Alaskan Native; Asian; Black or African American; Hispanic, Latino, or of Spanish origin; Native Hawaiian or Other Pacific Islander; and Multiple Races/Ethnicities. Some of these groups are not necessarily underrepresented in medicine. faculty underrepresented in medicine (URiM): Faculty who identify as being from groups that are less represented in medicine than in the general population and that have historically been excluded from academic medicine. MD, MD-PhD, PhD: Used in this publication to indicate the following degree types as collected by the Faculty Salary Survey. "MD" is used for faculty with an MD or MD-equivalent degree (e.g., DO, MBChB, MBBS, DMD, DDS) but no PhD or other doctoral degree. "MD-PhD" is used for faculty with an MD or equivalent degree as well as a PhD or other doctoral degree, regardless of whether the degrees were earned simultaneously. "PhD" is used for faculty with a PhD or other doctoral degree (e.g., EdD, DSW) but no MD or MD- equivalent degree. 9 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES < 5 Q ra a men, women: Used in this publication for a binary definition of gender because the AAMC Faculty Salary Survey has historically collected only two gender options: male and female. In an effort to be more inclusive within this publication, the AAMC Faculty Salary Survey data for "male" are displayed as "men" and "female" as "women." In recognizing that presenting gender as a binary variable is not fully inclusive, the AAMC will collect three gender options - man, woman, and other - in the 2021 AAMC Faculty Salary Survey. salary, compensation, pay: Used interchangeably in this publication to mean total compensation, defined by the AAMC as the sum of fixed/contractual salary, bonus/incentive pay, Medical practice supplement, and uncontrolled outside earnings. Some salary studies look only at "base pay," which is just one of the many possible components of pay. White, white: Debate about whether to capitalize "white" as a racial category is ongoing. The AAMC's current policy is to capitalize it and continues to evolve. women of color: Used to indicate a sense of solidarity among those who identify as women with multiple, layered racial/ethnic identities that intersect with each other, derived from shared experiences, history, social relations, and structures of power. ~\ LXIN 10 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ rm EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES Pa m y PREVIOUS "\ WHAT IS THE FACULTY SALARY SURVEY? The AAMC Faculty Salary Survey (FSS) is administered to accredited U.S. medical schools every year to collect compensation data for full-time faculty in six positions: instructor, assistant, associate and full professor, chief, and chair, as well as information on degree type, gender, race/ethnicity, and department/specialty. 2020 AAMC FACULTY SALARY SURVEY All LCME®-accredited U.S. medical schools are invited to participate in the FSS, and participation is voluntary. The survey collects compensation data for the previous fiscal year - in this case, FY 2020. Of the 155 schools invited to participate in the 2020 survey, 154 participated (a 99% response rate). The FSS began collecting data about gender in the 2012-2013 survey cycle and about race/ethnicity in the 2019-2020 survey cycle. This analysis gives a snapshot of median total compensation across faculty groups using this initial collection of race/ethnicity data. The FSS does not currently collect data on years in rank or allocation of effort. Additionally, because of confidentiality requirements, FSS data cannot be linked to other individual- level data collections, such as the AAMC Faculty Roster, that report additional faculty characteristics that institutions may wish to include in their local salary studies. The FSS asks schools to submit data on faculty who are considered full-time for LCME reporting purposes (including faculty at the medical school and clinical affiliates). For 2020, full-time faculty included in the AAMC Faculty Salary Report represented 66% of the total counts of full-time faculty reported in the AAMC Faculty Roster (n = 122,732/186,311) (AAMC 2020). Participating schools did not report gender and race/ethnicity for all individuals. Records that did not include both variables were excluded from this analysis. So, the final analytical sample represents 55% of full-time faculty for which both gender and race/ethnicity were reported compared with a Dec. 31, 2019, snapshot of the Faculty Roster (n = 98,406/179,479) (AAMC 2020). Respondents reported fixed/contractual salary, bonus/incentive pay, medical practice supplement, and uncontrolled outside earnings rounded to the nearest thousand for each full- time faculty member. The AAMC Faculty Salary Report includes statistics for total compensation, which is calculated as the sum of these four compensation fields collected by the survey. These data do not include the cost of benefits. Department/specialty categories were aggregated specifically for this analysis and do not necessarily reflect the aggregation the AAMC Faculty Salary Report uses. METHODS This analysis leverages all available demographic variables from the FSS, including race/ethnicity, gender, rank, degree type, and department/ specialty. Data presented use at least three variables for analysis to provide sufficient context for comparing faculty groups. The FSS data displayed in the figures correspond with data in the appendix tables, where counts are provided for each faculty ~\ LXIN 12 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ group regardless of whether their compensation data could be used for analysis. When reviewing figures, readers should use the information in the tables to identify where faculty counts were fewer than 10 and to understand how small sample sizes affect the results. This analysis uses comparisons of median total compensation in dollar amounts and cents on the dollar in figures about compensation. Some figures display all professor ranks aggregated, and others display ranks separately. The aggregation of assistant, associate, and full professor intentionally excludes leadership ranks and instructor data because including them could skew results. This aggregation was also used in the 2019 report. For graphics displaying cents on the dollar, the reference category of $1.00 represents the compensation of White men. White men are historically the most represented and advantaged group in academic medicine and make up the majority of faculty and leadership. Using White men as a reference point is not intended to signal this group as a standard-bearer or to encourage intergroup comparisons. Data from the AAMC Faculty Roster provide context for the FSS data sample and highlight the diversity of all full-time faculty. Faculty Roster data illustrate faculty diversity within specific departments and trends in faculty hiring, advancements, and departures within academic medicine. When interpreting compensation data, being cognizant of these trends is important since they underscore factors contributing to salary inequities, including the lack of faculty diversity, occupational segregation, and promotion inequities. ANALYSIS AND INTERPRETATION CONSIDERATIONS This study uses all the race/ethnicity categories collected in the FSS, listed below. Survey respondents were able to report multiple race/ethnicity categories for faculty records. Records that indicated multiple race/ethnicity categories were mapped to Multiple Race - Hispanic or Multiple Race - Non-Hispanic. No records were aggregated into combined race/ethnicity categories to address small sample sizes (e.g., URIM faculty from categories with smaller counts were not aggregated into a larger category). The race/ethnicity categories used in the analysis are: Sam American Indian or Alaskan Native - PSE am Black or African American Native Hawaiian or Other Pacific Islander - Wants - (eda Multiple Race - Hispanic Multiple Race - Non-Hispanic Figures display results when 10 or more faculty were reported for a given category. The appendix tables show all faculty counts, including for fewer than 10 faculty. In many cases, data cannot be reported across all rank categories due to small sample sizes (reflecting issues related to lack of diversity). Race/ethnicity categories are intentionally not aggregated when sample sizes were fewer than 10 because that would further erase the unique experiences of those already small groups. Data are not weighted to account for differences in sample size. ~\ LXIN EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ Small sample sizes of some URiIM groups can make it difficult to compare those groups with White faculty, especially without data about variables such as time in rank and allocation of effort that are not collected in the FSS, and data may appear skewed. Reporting race/ethnicity at the department/specialty level is difficult without aggregating some departments/specialties due to the small numbers of URiIM faculty within those specialties (e.g., Surgical Subspecialties). It is difficult to interpret data for faculty who are categorized as "Other" without having written responses to clarify their race/ethnicity. 14 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ 5 | Findings of the 2020 Faculty Salary Equity Analysis 15 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES Weel PREVIOUS "~\ SUMMARY OF KEY FINDINGS e In most cases, White men were paid a higher median compensation than men of other races and women of all races/ethnicities. e Gender was the primary factor driving compensation inequities; men consistently made more than women of the same race/ethnicity. e Although Asian faculty are not considered underrepresented in medicine (URiM), in many cases, pay inequities existed for these faculty when compared with White men. e In some instances, faculty of color had higher median compensation than White men. This tended to occur when the faculty of color sample was small. e No trends were observed where individuals of one race/ethnicity consistently made less than all other race/ethnicities. e While in a number of cases White women were paid a higher median compensation than women of other races/ethnicities, there was some variation in trends among departments/specialties. e Even at the most detailed level of comparison among clinical science assistant professors with MD degrees, gaps in salary existed by gender and race/ethnicity. e® Even among the departments/specialties with the most faculty of color, such as OB/GYN, gaps in compensation by gender and race/ethnicity existed. 16 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 1. Full-time U.S. medical school faculty by race/ethnicity, gender, and rank, 2019. 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 0.1% 0.1% 0.2% 0.2% 0.2% 0.1% 6.1% 3.4% 0.1% 1.3% 3.2% 2.0% WOMEN MEN WOMEN MEN WOMEN MEN Full Professor Associate Professor Assistant Professor ™@ American Indian or Alaskan Native @ Asian @ Black or African American © Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic Source: Dec. 31, 2019, snapshot of the AAMC Faculty Roster as of Dec. 31, 2020. Note: This figure excludes faculty with missing race/ethnicity (n = 4,490). Dark shading, women; light shading, men. REFER TO TABLE A.1 FOR SAMPLE SIZES. At every rank, the proportion of women who are faculty of color was higher than the proportion of men who are faculty of color. 17 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 2. Ten-year outcomes for full-time, first-time assistant professors promoted to associate professor in academic year 2009-2010 by race/ethnicity and gender at all U.S. medical schools. @ Promoted in Same Institution @ Promoted in Different Institution @ Not Promoted but Still ® Not Promoted and and Department or Department in Academic Medicine Left Academic Medicine (n) American Indian or Alaskan Native Men (12) American Indian or Alaskan Native Women (15) Analysis of 10-year outcomes for full-time, first-time assistant professors in academic year 2009-2010 showed that Black or African American women and Hispanic, Latino, or of Asian Men (1,214) Asian Women (920) Black or African American Men (152) Black or African American Women (230) Hispanic, Latino, or of Spanish origin Men (216) Spanish origin men had the lowest proportions of Native Hawaiian or Other Pacific Islander Men (13) faculty promoted compared with faculty of other races/ L- ethnicities. Black or African Hispanic, Latino, or of Spanish origin Women (149) Native Hawaiian or Other Pacific Islander Women (6) | 0, 0, 0, White Men (3,111) 32% Th 33% 28% American men had the highest White Women (2,210) 29% ti EyL/ 33% proportions of faculty leaving academic medicine compared - with faculty of other races/ Other Race/Ethnicity Men (26) Other Race/Ethnicity Women (25) |_ ethnicities. Multiple Race-Hispanic Men (104) 32% 10% | 35% 24% Multiple Race-Hispanic Women (95) 23% 5% CA 29% Multiple Race-Non-Hispanic Men (100) 29% © 10% 41% 20% Multiple Race-Non-Hispanic Women (69) 38% 7% 26% 29% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Source: May 31, 2021, snapshot of the AAMC Faculty Roster as of June 4, 2021. Note: This figure excludes data for faculty with missing gender data (n = 12) and missing race/ethnicity data (n = 481). Faculty groups with fewer than 30 individuals were redacted. Every faculty member whose very first assistant professor appointment began during academic year 2009-2010 was tracked for 10 years to determine promotion outcomes. Dark shading, women; light shading, men. REFER TO TABLE A,2 FOR SAMPLE SI/ZES, 18 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 3. Ten-year outcomes for full-time, first-time associate professors promoted to full professor in academic year 2009-2010 by race/ethnicity and gender at all U.S. medical schools. @ Promoted in Same Institution @ Promoted in Different Institution @ Not Promoted but Still in Academic Medicine and Department or Department (n) American Indian or Alaskan Native Men (4) American Indian or Alaskan Native Women (2) Asian Men (415) Asian Women (228) Black or African American Men (54) Black or African American Women (43) ® Not Promoted and Left Academic Medicine Hispanic, Latino, or of Spanish origin Men (87) 34% 6% 39% 21% Hispanic, Latino, or of Spanish origin Women (35) 37% =) 17% 37% Native Hawaiian or Other Pacific Islander Men (4) . Native Hawaiian or Other Pacific Islander Women (1) a White Men (1,555) | 40% 7% 35% 18% White Women (836) 40% 8% EEL) 19% Other Race/Ethnicity Men (3) [ Other Race/Ethnicity Women (3) a Multiple Race-Hispanic Men (57) 7 44% 12% 26% 18% Multiple Race-Hispanic Women (30) 50% 7% 20% 23% Multiple Race-Non-Hispanic Men (71) 39% T% 37% 7% Multiple Race-Non-Hispanic Women (32) 31% 9% 38% 22% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Source: May 31, 2021, snapshot of the AAMC Faculty Roster as of June 4, 2021. Note: This figure excludes data for faculty with missing gender data (n = 5) and missing race/ethnicity data (n = 111). Faculty groups with fewer than 30 individuals were redacted. Every faculty member whose very first associate professor appointment began during academic year 2009-2010 was tracked for 10 years to determine promotion outcomes. Dark shading, women; light shading, men. REFER TO TABLE A,3 FOR SAMPLE S/ZES, Analysis of 10-year outcomes for full-time, first-time associate professors in academic year 2009-2010 showed that Multiple Race - Hispanic faculty of both genders and Multiple Race - Non-Hispanic men were the groups with the largest proportion of faculty promoted. 19 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 4. Average full-time faculty new hires by race/ethnicity and gender, academic years 2016-2017 through 2019-2020. 44% American Indian MEN or Alaskan Native 56% 53% WOMEN MEN 47% 37% Black or African 63% WOMEN MEN American WOMEN Analysis of the average number of full-time faculty new hires by race/ethnicity per academic year over a four-year period showed that new hires for Black or African American faculty had the highest proportion of women (63%) compared with other race/ethnicity groups. New hires for Native Hawaiian or Other Pacific Islander faculty had the lowest proportion of women (41%) compared with other race/ethnicity groups. Native Hawaiian or Other Pacific Islander Hispanic, Latino, or of Spanish origin 50% MEN 50% 59% WOMEN MEN 41% 52% WOMEN MEN 48% WOMEN 56% MEN 44% 52% Multiple Race - 48% 49% Multiple Race - WOMEN MEN Hispanic WOMEN MEN Non-Hispanic Source: May 31, 2021, snapshot of the AAMC Faculty Roster as of June 4, 2021. Note: This figure excludes faculty with missing gender data (n = 88). These data do not include newly hired faculty at medical schools that received accreditation after June 30, 2016. Dark shading, women; light shading, men. REFER TO TABLE A,4 FOR SAMPLE SIZES, 20 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 5. Average full-time faculty departures by race/ethnicity and gender, academic years 2016-2017 through 2019-2020. 57% American Indian MEN or Alaskan Native 43% 57% WOMEN MEN 43% 42% Black or African 58% WOMEN MEN American WOMEN Analysis of the average number of full-time faculty departures by race/ethnicity per academic year over a four-year period shows that departures for Black or African American faculty 39% had the highest proportion of WOMEN women (58%) compared with other race/ethnicity groups. Departures for White faculty had the lowest proportion of women (39%) compared with other race/ethnicity groups. Native Hawaiian or Other Pacific Islander Hispanic, Latino, or of Spanish origin 56% MEN 44% 49% WOMEN MEN 51% 61% WOMEN MEN 58% MEN 42% 57% Multiple Race - 43% 58% Multiple Race - 42% WOMEN MEN Hispanic WOMEN MEN Non-Hispanic WOMEN Source: May 31, 2021, snapshot of the AAMC Faculty Roster as of June 4, 2021. Note: This figure excludes faculty with missing gender data (n = 195). These data do not include newly hired faculty at medical schools that received accreditation after June 30, 2016. Dark shading, women; light shading, men. REFER TO TABLE A,4 FOR SAMPLE SIZES, 21 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 6. Comparing the AAMC Faculty Salary Survey Sample with the AAMC Faculty Roster by race/ethnicity and gender. © American Indian or Alaskan Native @ Asian @ Black or African American -'® Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic 0.4% 0.4% 0.2% 0.3% 0.2% 0.2% 1.2% FACULTY SALARY SURVEY 67.9% 0.1% 2.6% 2.1% 0.2% 2.4% 2.1% 0.1% 0.9% FACULTY ROSTER 67.5% 0.1% 0.1% Sources; Dec. 31, 2019, snapshot of the AAMC Faculty Roster as of Dec. 31, 2020, and FY 2020 AAMC Faculty Salary Survey. Note: The Faculty Roster data in this figure exclude faculty with missing gender data (n = 101) and faculty with missing race/ethnicity data (n = 6,731). Dark shading, women; light shading, men. REFER TO TABLE A.5 FOR SAMPLE SIZES. The Faculty Salary Survey data for this study had roughly the same racial and ethnic diversity as reported in the Faculty Roster. However, the Faculty Salary Survey sample had slightly more Asian and Hispanic, Latino, or of Spanish origin faculty and slightly fewer faculty of multiple races/ethnicities than the Faculty Roster reported. 22 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 7. Median compensation for faculty by race/ethnicity, degree, and department type. = American Indian or Alaskan Native B Asian @ Black or African American -® Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $350K - $300K [| y Fa i) de x CA 4 © | co iF Rpm eS S Nn $250K x ORS ) * EA Re be 5 x in a i Across all faculty ranks, fo 7 a iN 5 5 oo . ve is RY " except those in clinical science $200k . departments/specialties = 4 : g Si with MD-PhD degrees, White N 5 A wi faculty had a higher median compensation than faculty of $150K - any other race/ethnicity. * x o x nw i bo i) iS yj aM = - wir F SEE Se Rabe Mi Py a ha} $100K | | faye Bo) SSSs |xitly le eh = + NEY $50K $0K Basic Science, All Degrees Clinical Science, MD Clinical Science, MD-PhD Clinical Science, PhD Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A,6 FOR SAMPLE SIZES, 23 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 8. Median compensation in cents on the dollar for faculty compared with White faculty by race/ethnicity, degree, and department type. Basic Science, All Degrees Clinical Science, MD American Indian or Alaskan Native Asian @ Black or African American Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander -- & White Other ET Multiple Race - Hispanic $0.92 = Multiple Race - Non-Hispanic Clinical Science, MD-PhD $1.00 ETE OEE} $0.91 Clinical Science, PhD OT $1.00 $0.80 | | ! ! ! J $0.00 $0.20 $0.40 $0.60 $0.80 $1.00 $1.20 Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A,6 FOR SAMPLE SIZES, 24 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY Clinical science faculty with MD-PhD degrees of Other races/ethnicities (not specified) was the only group witha compensation greater than that of White faculty, reported as being paid $1.03 to every $1.00 paid to White faculty. ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 9. Median compensation for faculty by race/ethnicity, gender, degree, and department type. American Hispanic, Native Indian or Black or Latino, or - Hawaiian or Multiple Alaskan African of Spanish Other Pacific Race - Native Asian American origin Islander White Other Hispanic Basic Science, $154K All Degrees, MEN $137K* - $130K $126k $144K = $129K* $127K = $147K* Basic Science, All Degrees, WOMEN Clinical Science, MD, MEN $340K $331K $301K $337K $305K $289K $281K Multiple Race - Non- Hispanic $134K* $128K* $341K Clinical Science, MD, WOMEN Clinical Science, MD-PhD, $309K MEN $264K $260k $279K $296K Clinical Science, MD-PhD, WOMEN Clinical Science, PhD, $153K MEN $130K $136K $130K $119K Clinical Science, PhD, WOMEN Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. In each row, the lowest dollar amount is in the smallest box, and the highest dollar amount is in the largest box. Dark shading, women; light shading, men. REFER TO TABLE A,7 FOR SAMPLE S/ZES, 25 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY Even at the highest levels of aggregation, there were not enough data to report faculty across all races and ethnicities, particularly among Native Hawaiian or Other Pacific Islander faculty and American Indian or Alaskan Native faculty. ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 10. Median compensation in cents on the dollar for faculty compared with White men by race/ethnicity, gender, degree, and department type. © American Indian or Alaskan Native @ Asian @ Black or African American -'® Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander ™@ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.20 [ $1.00 | $0.80 [| $0.60 [| $0.40 7 The biggest gaps in compensation for men and $0.20 | women faculty across races/ ethnicities were among $0.00 , f Basic Science, Basic Science, Clinical Science, Clinical Science, Clinical Science, Clinical Science, Clinical Science, Clinical Science, those with MD degrees in All Degrees, All Degrees, MD, MD, MD-PhD, MD-PhD, PhD, PhD, = = MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN ease specialties. American Indian or Alaskan Native $0.89* $1.01 $0.77 $0.74* Asian $0.84 $0.81 $0.98 $0.74 $0.89 $0.76 $0.85 $0.78 Black or African American $0.81 $0.71 $0.93 $0.73 $0.88 $0.81 $0.85 $0.75 Hispanic, Latino, or of Spanish $0.94 $0.78 $0.89 $0.69 $0.94 $0.75 $0.89 $0.75 origin Native Hawaiian or Other Pacific $0.84* $0.83 $0.72 Islander White $1.00 $0.87 $1.00 $0.77 $1.00 $0.83 $1.00 $0.83 Other $0.82 $0.73 $0.91 $0.72 $1.04 $0.87 $0.78 $0.68 Multiple Race - Hispanic $0.95* $0.89* $0.86 $0.67 $0.85 $0.86 Multiple Race - Non-Hispanic $0.87* $0.83* $1.01 $0.68 $0.69 Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. Dark shading, women; light shading, men. REFER TO TABLE A,7 FOR SAMPLE SIJZES, 26 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 11. Median compensation in cents on the dollar for faculty with MD degrees in clinical science departments/specialties compared with White men by race/ethnicity and gender, grouped by gender. American Indian or Alaskan Native @ Asian @ Black or African American Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.20 - $1.00 = Foe $1.01 $1.00 $1.01 ues faculty in clinical $0.98 science departments/ specialties with MD degrees, 0.89 $0.80 $ $0.86 women across races and roi ethnicities were paid between $0.67 and $0.77 per $1.00 compared with White men. $0.60 | Compared with White men, men of all other races and ethnicities were paid between $0.83 and $1.01 per $1.00. $0.40 | $0.20 $0.00 Clinical Science, MD, MEN Clinical Science, MD, WOMEN Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. Dark shading, women; light shading, men. REFER TO TABLE A,7 FOR SAMPLE SIZES, 27 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 12. Median compensation in cents on the dollar for faculty with MD degrees in clinical science departments/specialties compared with White men by race/ethnicity and gender, grouped by race/ethnicity. American Indian or Alaskan Native Asian Black or African American Hispanic, Latino, or of Spanish origin Native Hawaiian or Other Pacific Islander White Other Multiple Race - Hispanic Multiple Race - Non-Hispanic $0.00 $0.20 $0.40 $1.01 WOMEN $0.77 $0.98 NON IaN $0.74 $0.93 WOMEN $0.73 $0.89 $0.69 MEN $0.83 WOMEN $0.72 MEN $1.00 WOMEN $0.77 $0.91 WOMEN $0.72 $0.86 Wes $0.67 MEN $1.01 NNO) $0.68 $0.60 $0.80 $1.00 $1.20 Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. Dark shading, women; light shading, men. REFER TO TABLE A,7 FOR SAMPLE SIZES, Among clinical science faculty with MD degrees, men were paid more than women of the same race/ethnicity. 28 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 13. Median compensation in cents on the dollar for women faculty compared with White women by race/ethnicity, gender, degree, and department type. $0.93 EY) Basic Science, All Degrees, Women >1.00 EZ] $1.02* $0.96* © American Indian aT or Alaskan Native TES & Asian er @ Black or African American Clinical Science, FUE} © Hispanic, Latino, MD, Women $1.00 or of Spanish origin FTE} . . $0.87 & Native Hawaiian or $0.87 Other Pacific Islander @ White @ Other ET ON = Multiple Race - Hispanic @ Multiple Race - Non-Hispanic Clinical Science, MD-PhD, Women $1.00 SYS Oh PTE PE Clinical Science, PhD, Women ESET) $0.82 ESR $0.83 | $0.00 $0.20 $0.40 $0.60 $0.80 $1.00 $1.20 Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A,7 FOR SAMPLE SIZES, Comparing the total compensation of women across racial and ethnic groups showed, in most cases, White women were paid more than women of color. 29 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 14. Median compensation for basic science faculty by race/ethnicity, gender, and rank. American Hispanic, Native Indian or Black or Latino, or - Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Non- Native Asian American origin Islander White Other Hispanic Hispanic $201K Full Professor MEN $200K Ea Full Professor WOMEN $142K . $134K Associate Professor MEN Associate Professor WOMEN . $104K $110K Assistant Professor MEN $112K* Assistant Professor WOMEN Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. In each row, the lowest dollar amount is in the smallest box, and the highest collar amount is in the largest box. Dark shading, women; light shading, men. REFER TO TABLE A,8 FOR SAMPLE SIZES, Analysis of basic science faculty across professor ranks showed White men and White women at the associate professor rank had the same median compensation. 30 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 15. Median compensation in cents on the dollar for basic science faculty compared with White men by race/ethnicity, gender, and rank. Full Professor ™@ American Indian or Alaskan Native @ Asian MEN $1.00 B Black or African American ® Hispanic, Latino, or of Spanish origin a EY @ Native Hawaiian or OES Other Pacific Islander Full Professor _ & White WOMEN EE @ Other © Multiple Race - Hispanic h f ® P a Black or African American @ Multiple Race - Non-Hispanic : ; F women in basic science Associate Professor rtments an lalti An $1.00 departments and specia a2 had a lower total compensation at the full and associate = SD professor ranks than all other Associate Professor : faculty groups across race/ WOMEN Aus ethnicity and gender. Assistant Professor MEN $1.00 $0.91 EEF Assistant Professor = WOMEN -* $1.01* ; $0.00 $0.20 $0.40 $0.60 $0.80 $1.00 $1.20 Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. Dark shading, women; light shading, men. REFER TO TABLE A,8 FOR SAMPLE SIZES, 31 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 16. Median compensation for all clinical science faculty by race/ethnicity, gender, and rank. American Hispanic, Native Indian or Black or Latino, or - Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Non- Native Asian American origin Islander White Other Hispanic Hispanic $364K Full Professor $321K $336K $343K $280K $341K* MEN $269K* Analysis of faculty in cl clinical science departments/ specialties as a whole showed Full Professor WOMEN large gaps, as well as outlier data for some groups due $405K* to small sample sizes. For $306K $296K $309K $324K ~=-=«s-s« $263K_~-s«$303K example, the survey had data for only 19 American Indian or Alaskan Native men and 15 Native Hawaiian or Other Pacific Islander men at the associate professor rank. Associate Professor MEN $235K* $257K . $241K* Associate Professor WOMEN $298K . $273K $265K $259K $278K $284K $278K Assistant Professor MEN $248K $236K Assistant Professor WOMEN Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. In each row, the lowest dollar amount is in the smallest box, and the highest collar amount is in the largest box. Dark shading, women; light shading, men. REFER TO TABLE A,9 FOR SAMPLE SIZES, 32 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 17. Median compensation in cents on the dollar for all clinical science faculty compared with White men by race/ethnicity, gender, and rank. ™@ American Indian or Alaskan Native mw Asi Full Professor Asian MEN @ Black or African American ® Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander Full Professor = Whi WOMEN $0.83 White EE @ Other © Multiple Race - Hispanic Within the same race/ ™ Multiple Race - Non-Hispanic ethnicity and rank, women in Associate Professor Te Ver a departments/ MEN specialties had a lower total compensation than men, except among Native Hawaiian or Other Pacific Associate Professor Islander faculty at the WOMEN ; associate professor rank. Assistant Professor MEN Assistant Professor WOMEN $0.00 $0.20 $0.40 $0.60 $0.80 $1.00 $1.20 $1.40 Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. Dark shading, women; light shading, men. REFER TO TABLE A,9 FOR SAMPLE SIZES, 33 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 18. Median compensation in cents on the dollar for leadership compared with White men by race/ethnicity, gender, and role. Basic Science MEN Chairs Basic Science WOMEN Chairs Clinical Science MEN Chairs Clinical Science WOMEN Chairs Clinical Science MEN Chiefs Clinical Science WOMEN Chiefs ™@ American Indian or Alaskan Native @ Asian $1.00 @ Black or African American ® Hispanic, Latino, or of Spanish origin Eye @ Native Hawaiian or Other Pacific Islander ED & White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.00 $0.92 ez] Tres $1.00 Le lt OR tt $0.00 $0.20 $0.40 $0.60 $0.80 $1.00 $1.20 Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. Dark shading, women; light shading, men. REFER TO TABLE A,10 FOR SAMPLE S/ZES, 34 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY e SS ae Lack of racial/ethnic and gender diversity in roles such as department chair and division chief resulted in limited ability to report compensation data for certain groups, such as American Indian or Alaskan Native and Native Hawaiian or Other Pacific Islander leaders. Yet, inequities can still be observed for women department chairs and division chiefs in clinical science departments/specialties where data can be reported. ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 19, Median compensation for clinical science MD faculty by race/ethnicity, gender, and rank. American Hispanic, Native Indian or Black or Latino, or - Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Non- Native Asian American origin Islander White Other Hispanic Hispanic Full Professor $352K* $376K $344K $371K $367K MEN $337K* $319K Full Professor WOMEN $405K* ; $345K $321K $347K $344K $294K $328K* Associate Professor MEN $245K* $275K* . $241K* Associate Professor WOMEN $351K $313K $283K $281K $309K $290K Assistant Professor MEN $277K $277K RYT ey 4 Assistant Professor WOMEN Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. In each row, the lowest dollar amount is in the smallest box, and the highest dollar amount is in the largest box. Dark shading, women; light shading, men. REFER TO TABLE A,11 FOR SAMPLE S/ZES. When the degree-type variable was added to the analysis, men of lower ranks with MD degrees, such as associate professor, had a higher total compensation than women at higher ranks, such as full professor, with the exception of Native Hawaiian or Other Pacific Islander men at the associate professor rank. 35 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 20. Median compensation in cents on the dollar for clinical science MD faculty compared with White men by race/ethnicity, gender, and rank. $0.95* American Indian $1.08 or Alaskan Native $0.93 @ Asian Full Professor MEN $1.00 @ Black or African American $0.91* Hispanic, Latino, or of Spanish origin 3 @ Native Hawaiian or WA Other Pacific Islander Full Professor & White WOMEN $0.84 EEE B Other © Multiple Race - Hispanic $1.03 @ Multiple Race - Non-Hispanic Associate Professor $0.70* MEN Associate Professor WOMEN Assistant Professor MEN $1.13 Assistant Professor WOMEN $0.00 $0.20 $0.40 $0.60 $0.80 $1.00 $1.20 Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. Dark shading, women; light shading, men. REFER TO TABLE A,11 FOR SAMPLE S/ZES, Analysis of cents on the dollar showed Multiple Race - Hispanic women in clinical science departments/ specialties with MD degrees had a lower total compensation than other groups at both the associate and assistant professor ranks. 36 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 21. Median compensation for clinical science MD-PhD faculty by race/ethnicity, gender, and rank. American Hispanic, Native Indian or Black or Latino, or - Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Non- Native Asian American origin Islander White Other Hispanic Hispanic $413K x 4 Among clinical science FN (oressor pao cae MD-PhD faculty, data for women at the full professor rank can only be reported paid for Asian and White faculty, and data for the women at Full Professor i WOMEN $269K the associate professor rank can only be reported among $352K Asian; White; Hispanic, $287K $293K Latino or of Spanish origin; and Other races/ethnicities Associate Professor MEN (not specified) - excluding American Indian or Alaskan Native, Native Hawaiian or Other Pacific Islander, Multiple Race - Hispanic, and Multiple Race - Non- Hispanic from these analyses. Associate Professor WOMEN $277K . $221K $258K Assistant Professor MEN Assistant Professor WOMEN Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. In each row, the lowest dollar amount is in the smallest box, and the highest dollar amount is in the largest box. Dark shading, women; light shading, men. REFER TO TABLE A,12 FOR SAMPLE SIZES, 37 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 22. Median compensation in cents on the dollar for clinical science MD-PhD faculty compared with White men by race/ethnicity, gender, and rank. Full Professor MEN Full Professor WOMEN Associate Professor MEN Associate Professor WOMEN Assistant Professor MEN Assistant Professor WOMEN $0.00 $1.00 $0.82 $0.93 $1.00 PTET) $0.82 $0.99 $1.00 EF) $0.90 Te $0.92 $0.80 $1.00 $1.20 ™@ American Indian or Alaskan Native @ Asian @ Black or African American ® Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander & White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.40 Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. Dark shading, women; light shading, men. REFER TO TABLE A.12 FOR SAMPLE SIZES. Hispanic, Latino, or of Spanish origin women in clinical science departments/ specialties with MD-PhD degrees made $0.78 per $1.00 at both associate professor and assistant professor ranks compared with White men. 38 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 23. Median compensation for clinical science PhD faculty by race/ethnicity, gender, and rank. American Hispanic, Native Indian or Black or Latino, or - Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Non- Native Asian American origin Islander White Other Hispanic Hispanic $226 Full Professor MEN Among clinical science faculty with PhD or other doctoral degrees, gaps in compensation were smaller than they were for clinical science faculty with MD degrees. However, gaps did exist for both men $151* and women of color. Full Professor WOMEN . $146 Associate Professor MEN $141 Associate Professor WOMEN $129* $114 $113 Assistant Professor MEN 58 Assistant Professor WOMEN Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. In each row, the lowest dollar amount is in the smallest box, and the highest collar amount is in the largest box. Dark shading, women; light shading, men. REFER TO TABLE A,13 FOR SAMPLE SIZES, 39 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 24, Median compensation in cents on the dollar for clinical science PhD faculty compared with White men by race/ethnicity, gender, and rank. ™@ American Indian or Alaskan Native @ Asian Full Professor MEN $1.00 @ Black or African American ® Hispanic, Latino, or of Spanish origin $0.91 @ Native Hawaiian or SHE Other Pacific Islander & White @ Other © Multiple Race - Hispanic Full Professor WOMEN 50.93 @ Multiple Race - Non-Hispanic Associate Professor MEN $1.00 $0.96 ORT] Associate Professor WOMEN a - $1.03* Assistant Professor MEN Assistant Professor WOMEN $0.00 $0.20 $0.40 $0.60 $0.80 $1.00 $1.20 Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. Dark shading, women; light shading, men. REFER TO TABLE A,13 FOR SAMPLE SIZES, Analysis of cents on the dollar showed that among clinical science PhD faculty, compensation gaps were smaller for men across races/ ethnicities and ranks with a few exceptions (e.g., Asian assistant professor men), and the gaps ranged between $0.81 and $1.03 per $1.00 for women. 40 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 25. Median compensation in cents on the dollar for men faculty compared with White men by race/ethnicity and basic science department/specialty. © American Indian or Alaskan Native @ Asian @ Black or African American -' © Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.20 - $1.00 $0.80 $0.60 Compensation data were $0.40 : F highly variable among men $0.20 faculty within basic science departments/specialties. $0.00 1 1 1 1 ! The lowest reported Anatomy Biochemistry Genetics = Microbiology Molecular Neurosciences Pharmacology Physiology Other Basic compensation was among and Cellular Science ; i Biology Departments/ Black or African American Specialties men in Biochemistry, at $0.72. American Indian or Alaskan Native Asian $0.87 $0.82 $0.76 $0.90 $0.79 $0.80 $0.90 $0.84 $0.84 Black or African American $0.72* $0.89* $0.92* $0.90 $0.78* $0.79 Hispanic, Latino, or of Spanish $1.11* $0.84 $0.86* $1.09 $0.87 $1.05 $0.77 $0.97 $0.82 origin Native Hawaiian or Other Pacific Islander White $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 Other $0.84* $0.87* Multiple Race - Hispanic Multiple Race - Non-Hispanic Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A,14 FOR SAMPLE SIZES, 41 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 26. Median compensation in cents on the dollar for women faculty compared with White men by race/ethnicity and basic science department/specialty. © American Indian or Alaskan Native @ Asian @ Black or African American --* © Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic ®@ Multiple Race - Non-Hispanic $1.20 [ $1.00 [ $0.80 $0.60 $0.40 $0.20 | 1 | 1 1 1 1 1 J $0.00 Anatomy _ Biochemistry Genetics Microbiology Molecular Neurosciences Pharmacology Physiology Other Basic and Cellular Science Biology Departments/ Specialties American Indian or Alaskan Native Asian $0.92 $0.81 $0.69 $0.82 $0.75 $0.78 $0.76 $0.82 $0.78 Black or African American $0.70* $0.73* $0.76 Hispanic, Latino, or of Spanish $0.79* $0.86* $0.66 $0.81 $0.66 $0.74* $0.80 $0.81 origin Native Hawaiian or Other Pacific Islander White $0.90 $0.87 $0.83 $0.87 $0.96 $0.86 $0.87 $0.87 $0.85 Other Multiple Race - Hispanic Multiple Race - Non-Hispanic Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A,14 FOR SAMPLE SIZES, Compensation data among women faculty within basic science departments/ specialties also varied greatly. Hispanic, Latino, or of Spanish origin women in both Microbiology and Neurosciences reported the lowest compensation among the departments/specialties, at $0.66. 42 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 27A. Median compensation in cents on the dollar for men faculty compared with White men by race/ethnicity and clinical science department/specialty: Anesthesiology through Otolaryngology. © American Indian or Alaskan Native @ Asian @ Black or African American -'® Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.20 - $1.00 $0.80 $0.60 $0.40 Men in some departments/ specialties across races/ ethnicities had similar median compensation, such as faculty $0.20 $0.00 J ! ! ! ! : : L Anesthes- Dermatology Emergency Family Medicine Medicine Neurology OB/GYN Ophthal- Otolaryn- ty pabetetCCle pf seh iology Medicine Medicine General Subspecialty mology gology Medicine, Otolaryngology, and Physician Medicine and American Indian $1.02" Rehabilitation. or Alaskan Native (Continued on next page.) Asian $0.96 $0.75 $1.00 $1.03 $0.92 $0.94 $0.93 $0.79 $0.92 $1.05 Black or African American $0.96 $0.97 $0.96 $0.88 $0.92 $1.05 $0.95 $0.91* $1.01* Hispanic, Latino, or of Spanish $0.96 $0.74* $0.94 $0.97 $0.94 $0.97 $0.99 $1.00 $0.96 $0.99 origin Native Hawaiian or Other Pacific Islander White $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 Other $0.97 $0.87* $1.11* $0.96 $0.90 $0.82* $0.80* $0.94* Multiple Race - Hispanic $1.10* $0.92 $0.92* Multiple Race - * Non-Hispanic $0.96 Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A,15 FOR SAMPLE SIZES, 43 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 27B. Median compensation in cents on the dollar for men faculty compared with White men by race/ethnicity and clinical science department/specialty: Pathology through Surgery and Other. © American Indian or Alaskan Native @ Asian @ Black or African American -* © Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.20 [ $1.00 [ $0.80 [| $0.60 [| Some inequities by race/ $0.40 | BN, ; 5 ethnicity existed for certain $0.20 + groups of men, particularly within Dermatology, OB/GYN, $0.00 Pathology, General Pediatrics, Pathology Pediatrics Pediatrics Physical Psychiatry Radiology Surgery Surgery Other Clinical A A pi General Subspecialty Medicine and General Subspecialty Departments/ Surgical Subspecialties, Rehabilitation Specialties and Other Clinical Science Departments/Specialties. American Indian $1,02* or Alaskan Native . Asian $0.87 $0.94 $0.94 $0.98 $1.02 $0.91 $0.92 $0.89 $0.82 Black or African American $0.92 $0.85 $0.97 $1.05* $0.96 $0.98 $0.97 $1.00 $0.80 Hispanic, Latino, or of Spanish $0.97 $0.95 $0.97 $1.06* $0.99 $0.98 $0.98 $0.88 $0.70 origin Native Hawaiian or Other Pacific $1.16* Islander White $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 Other $0.90 $0.94 $0.84 $0.90 $0.90* $0.93 Multiple Race - Hispanic $0.87" Multiple Race - Non-Hispanic $1.03* Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A,15 FOR SAMPLE SIZES, 44 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 28A. Median compensation in cents on the dollar for women faculty compared with White men by race/ethnicity and clinical science department/specialty: Anesthesiology through Otolaryngology. © American Indian or Alaskan Native @ Asian @ Black or African American -* © Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.20 [ $1.00 | $0.80 $0.60 There was great variation in $0.40 compensation trends among women clinical science faculty. In some departments/ $0.20 $0.00 specialties, White women had Anesthes- Dermatology Emergency Family Medicine Medicine Neurology OB/GYN Ophthal- Otolaryn- hire | 7 iology Medicine Medicine General Subspecialty mology gology a higher total compensation, and in others, a lower compensation than their American Indian or Alaskan Native counterparts. Asian $0.87 $0.81 $0.92 $0.93 $0.86 $0.79 $0.92 $0.82 $0.84 $0.85 Coonan sts ca ter) Black or African American $0.93 $0.85 $0.93 $0.91 $0.82 $0.81 $0.90 $0.81 $0.97 $0.82* Hispanic, Latino, or of Spanish $0.94 $0.81* $0.90 $0.91 $0.83 $0.71 $0.94 $0.81 $0.74 $0.85* origin Native Hawaiian or Other Pacific Islander White $0.92 $0.88 $0.94 $0.91 $0.89 $0.81 $0.88 $0.88 $0.81 $0.81 Other $0.87* $0.89* $0.89* $0.85* $0.83 $0.98* $0.90 Multiple Race - Hispanic $0.70 Multiple Race - Non-Hispanic $0.76* $0.94* Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals.*Sample size 10-19 people. REFER TO TABLE A,15 FOR SAMPLE SIZES, 45 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 28B. Median compensation in cents on the dollar for women faculty compared with White men by race/ethnicity and clinical science department/specialty: Pathology through Surgery and Other. © American Indian or Alaskan Native @ Asian @ Black or African American --' © Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.20 [ $1.00 [ $0.80 [| $0.60 [| $0.40 | Compensation across clinical science departments/ $0.20 | specialties for all women faculty ranged from $0.48 to $0.00 . ; Pathology Pediatrics Pediatrics Physical Psychiatry Radiology Surgery Surgery Other Clinical $0.99 3 yt a angel Radiology General Subspecialty Medicine and General Subspecialty | Departments/ p p p Rehabilitation Specialties being the specialty with the highest levels of equity. American Indian or Alaskan Native $0.70* Asian $0.91 $0.84 $0.84 $0.91 $0.93 $0.91 $0.76 $0.68 $0.79 Black or African American $0.96 $0.83 $0.82 $0.90 $0.91 $0.97 $0.91 $0.74 $0.67 Hispanic, Latino, or of Spanish $0.85 $0.84 $0.80 $0.91* $0.88 $0.99 $0.90* $0.72 $0.76 origin Native Hawaiian or Other Pacific $0.89* Islander White $0.92 $0.86 $0.85 $0.74 $0.74 $0.98 $0.84 $0.74 $0.82 Other $0.86 $0.75* $0.80 $0.59 $0.85* $0.66 Multiple Race - Hispanic $0.76 $0.65* Multiple Race - Non-Hispanic ae aol Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A,15 FOR SAMPLE SIZES, 46 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 29A. Median compensation in cents on the dollar for men assistant professors with MD degrees compared with White men by race/ethnicity and clinical science department/ specialty: Anesthesiology through Otolaryngology. © American Indian or Alaskan Native @ Asian @ Black or African American --* © Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.20 [ $1.00 $0.80 Total median compensation $0.60 of assistant professors § was analyzed by race/ 0.40 y . ethnicity, gender, degree, $0.20 and department/specialty to identify the most similar $0.00 | cohorts of individuals. Even Anesthes- Dermatology Emergency Family Medicine Medicine Neurology OB/GYN Ophthal- Otolaryn- pi pi iology Medicine Medicine General Subspecialty mology gology Ela seb Ee CMe} | CHeL NES Eh gaps in compensation for men of color and for women across all American Indian _ . or Alaskan Native races and ethnicities existed Asian $0.97 $0.92 $1.00 $1.05 $0.96 $1.01 $1.06 $1.00 $1.16 $1.01 across some departments/ Black or p p African American $0.96 $1.00 $0.97 $0.93 $0.96 $1.11 $0.87 specialties. Hispanic, Latino, (Continued on next page.) or of Spanish $0.96 $0.94 $1.01 $0.96 $0.99 $1.03 $0.99 origin Native Hawaiian or Other Pacific Islander White $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 Other $1.02* $1.19* $1.02 $0.94* Multiple Race - Hispanic $1.01* Multiple Race - Non-Hispanic Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A.16 FOR SAMPLE SIZES. 47 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 29B. Median compensation in cents on the dollar for men assistant professors with MD degrees compared with White men by race/ethnicity and clinical science department/ specialty: Pathology through Surgery and Other. © American Indian or Alaskan Native @ Asian @ Black or African American -'® Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic ®@ Multiple Race - Non-Hispanic $1.20 [ $1.00 [ $0.80 [| $0.60 [| $0.40 | $0.20 | l ] 1 ] l $0.00 Pathology Pediatric Pediatrics Physical Psychiatry Radiology Surgery Surgery Other Clinical General Subspecialty Medicine and General Subspecialty Departments/ Rehabilitation Specialties American Indian or Alaskan Native Asian $0.99 $1.01 $1.01 $1.02 $1.00 $0.96 $0.98 $0.97 Black or African American $0.99* $0.88* $1.03 $1.04* $0.96 $0.96 $0.96* $1.03 Hispanic, Latino, or of Spanish $1.06 $1.01 $0.95 $1.03 $0.94 $1.00* $0.96 origin Native Hawaiian or Other Pacific Islander White $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00* Other $1.03 0.99 $0.89 Multiple Race - Hispanic Multiple Race - Non-Hispanic $1.07* Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A.16 FOR SAMPLE SIZES. Across many departments/ subspecialties, compensation gaps were closed or smaller among men assistant professors of all racial and ethnic groups. Yet, some exceptions existed among, for example, Black or African American men in OB/GYN and General Pediatrics. 48 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 30A. Median compensation in cents on the dollar for women assistant professors with MD degrees compared with White men by race/ethnicity and clinical science department/specialty: Anesthesiology through Otolaryngology. © American Indian or Alaskan Native @ Asian @ Black or African American -'® Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic ®@ Multiple Race - Non-Hispanic $1.20 [ $1.00 | $0.80 $0.60 $0.40 URiM women, like men, are missing from data $0.20 within Ophthalmology, $0.00 Otolaryngology, and Other Anesthes- Dermatology Emergency Family Medicine Medicine Neurology OB/GYN Ophthal- Otolaryn- Par F iology Medicine Medicine General Subspecialty mology gology Clinical Science Departments/ Specialties due to small sample sizes. American Indian or Alaskan Native (Continued on next page.) Asian $0.89 $0.73 $0.94 $0.96 $0.88 $0.84 $0.97 $0.86 $0.98 $0.91 Black or African American $0.93 $0.85* $0.95 $0.95 $0.85 $0.85 $0.94 $0.82 $0.95* Hispanic, Latino, or of Spanish $0.96 $0.79* $0.94 $0.95 $0.86 $0.79 $1.00 $0.82 $0.94* origin Native Hawaiian or Other Pacific Islander White $0.93 $0.78 $0.96 $0.94 $0.90 $0.84 $0.94 $0.88 $0.89 $0.90 Other $0.93* $0.86* $0.89 $0.94* $0.88 Multiple Race - Hispanic $0.81* Multiple Race - Non-Hispanic $0.81* Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A.16 FOR SAMPLE SIZES. 49 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 30B. Median compensation in cents on the dollar for women assistant professors with MD degrees compared with White men by race/ethnicity and clinical science department/specialty: Pathology through Surgery and Other. © American Indian or Alaskan Native @ Asian @ Black or African American -* © Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic ®@ Multiple Race - Non-Hispanic $1.20 [ $1.00 [ $0.80 [| $0.60 | As observed in previous § studies, while there was a 0.40 | 7 large representation of women $0.20 + in Pediatrics, compensation inequities still existed within $0.00 the department/specialty. Pathology Pediatrics Pediatrics Physical Psychiatry Radiology Surgery Surgery Other Clinical A ae General Subspecialty Medicine and General Subspecialty Departments/ co) larger inequities were Rehabilitation Specialties observed among women rin] Teh de(-y arama Cl Ce bomen Celel American Indian or Alaskan Native women are less represented. Asian $0.95 $0.92 $0.91 $0.97 $0.91 $0.93 $0.83 $0.77 $1.06* Black or African American $1.15* $0.90 $0.86 $0.89* $0.93 $0.95 $0.89* $0.77 Hispanic, Latino, or of Spanish $0.96 $0.93 $0.86 $0.96 $0.97 $0.73 origin Native Hawaiian or Other Pacific Islander White $0.97 $0.94 $0.91 $0.93 $0.94 $0.94 $0.89 $0.82 $0.96 Other $0.89* $0.90 $0.86* $0.86 Multiple Race - Hispanic $0.83" Multiple Race - Non-Hispanic $0.93* Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A.16 FOR SAMPLE SIZES. 50 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 31. Median compensation in cents on the dollar for men assistant professors with PhD degrees compared with White men by race/ethnicity and basic science department/ specialty. © American Indian or Alaskan Native @ Asian @ Black or African American -* © Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.20 [ - $1.00 [ $0.80 [ As with clinical science MD assistant professors, these $0.60 | figures look at basic science ; PhD professors at the assistant 0.40 | 5 : rank. Lack of diversity was $0.20 + apparent, particularly among Black or African American, $0.00 American Indian or Alaskan Anatomy Biochemistry Genetics Microbiology Molecular and Neurosciences Pharmacology Physiology Other - c A Cellular Biology Basic Science Native, Native Hawalian eee ae and Other Pacific Islander, Specialties Multiple Race - Hispanic, American Indian I . 7 or Alaskan Native Multiple Race - Non-Hispanic, Asian $0.76 $0.88 $0.99 $0.89 $0.88 $0.94 $0.87 $0.84 $0.96 and esdal-se races/ethnicities Black or ora African American $0.96* $0.88 (not specified) faculty. Hispanic, Latino, or of Spanish $1.04* $0.90* $0.92* $0.83 origin Native Hawaiian or Other Pacific Islander White $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 $1.00 Other Multiple Race - Hispanic Multiple Race - Non-Hispanic Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A.17 FOR SAMPLE SIZES. 51 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 32. Median compensation in cents on the dollar for women assistant professors with PhD degrees compared with White men by race/ethnicity and basic science department/specialty. © American Indian or Alaskan Native @ Asian @ Black or African American -*® Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander = ™@ White @ Other © Multiple Race - Hispanic @ Multiple Race - Non-Hispanic $1.20 [ $1.00 $0.80 $0.60 Across a number of basic $0.40 science departments/ specialties, Asian men $0.20 and women faculty hada : : ; : ; : ; : ; lower total compensation $0.00 ; Anatomy Biochemistry Genetics Microbiology Molecularand Neurosciences Pharmacology Physiology Other than White faculty. In some Cellular Biology Basic Science p p Departments/ pboTLEValeL-T Aw CHC em Vopeelsem st: lel Specialties a higher total compensation American Indian than Asian men. or Alaskan Native Asian $1.07* $0.93 $0.84 $0.91 $0.89 $0.92 $0.80 $0.82 $0.95 Black or African American $0.02 Hispanic, Latino, or of Spanish $0.85* $0.88* $0.75* $1.02* $0.99 origin Native Hawaiian or Other Pacific Islander White $0.96 $0.90 $1.00 $0.95 $0.95 $0.89 $0.91 $0.94 $0.93 Other Multiple Race - Hispanic Multiple Race - Non-Hispanic Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals. *Sample size 10-19 people. REFER TO TABLE A.17 FOR SAMPLE SIZES. 52 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ FIGURE 33. Median compensation for OB/GYN faculty with MD degrees by race/ethnicity, gender, and rank. ™ American Indian or Alaskan Native Full Professor @ Asian MEN @ Black or African American ® Hispanic, Latino, or of Spanish origin @ Native Hawaiian or Other Pacific Islander & White = Other © Multiple Race - Hispanic Full Professor WOMEN As reported in the AAMC Faculty Roster, OB/GYN is the department/specialty with the most full-time URiM faculty and with the most women. Yet, when examining data from this department/specialty across MD faculty by race/ ethnicity, gender, and rank, VE Weta bolero ,Ubhel-tom=-p.4 Foy K-\6 i @ Multiple Race - Non-Hispanic Associate Professor MEN Associate Professor WOMEN Assistant Professor MEN Assistant Professor WOMEN $0K $100K $200K $300K $400K $500K Source: FY 2020 AAMC Faculty Salary Survey. Note: Data are not shown where groups had fewer than 10 individuals.*Sample size 10-19 people. Dark shading, women; light shading, men. REFER TO TABLE A,18 FOR SAMPLE SIZES, 53 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ cy a 6 | Discussion and Conclusion EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES eee ly) PREVIOUS "~\ The data presented here provide compelling insights and highlight the need for deeper examination into the nuanced stories and experiences contributing to salary inequities for faculty within academic medicine. These data reveal there are multiple intersectional phenomena that determine compensation and opportunities for pay in our organizations, not just one explanation for compensation trends and pay gaps. These phenomena happen when the complex components of how pay is determined meet the structural and systemic biases that affect those components. While it remains clear that gender is a primary factor driving pay inequities overall, certain racial and ethnic groups are being paid less than their counterparts. Additionally, the incredibly small sample sizes for various racial and ethnic categories make some comparisons highly skewed or even impossible to calculate. The limitations of available data for factors such as allocation of effort and time in rank have been acknowledged, but the overarching limitation of the incredibly small numbers of racially and ethnically diverse faculty, such as American Indian or Alaskan Native and Native Hawaiian or Other Pacific Islander, speak to the need for greater faculty diversity efforts overall. Finally, these data help underscore that salary inequity is not simply represented by a single dollar amount, but rather, is affected by interlocking systems of demographics, specialty choice, geographic location, institutional activities, opportunities for advancement, and systemic biases affecting these opportunities. This report, the first of many future efforts to refine and improve data collection, illustrates how important it is for institutions to collect, study, and address faculty salary data locally and with an eye toward multiple identity and professional factors. Through this process, and through the lens of salary equity, institutions can truly understand their climates of diversity, equity, and inclusion. 55 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ FIRST STEPS ORGANIZATIONS CAN TAKE TO INITIATE A SALARY EQUITY EFFORT e Establish consensus and commitment among institutional leadership about dedicating effort and resources to understanding and addressing salary equity locally. ® Scan the environment to assess whether other efforts are already underway to address salary equity in pockets of the institution or to address equity more broadly. e Announce to the campus community that salary equity is an institutional strategic priority to demonstrate leadership commitment. e Convene a group of diverse stakeholders across ranks and mission areas to begin exploring salary equity. e Identify the various sources of compensation and personnel data (such as gender, race/ethnicity, and allocation of effort) available to your institution for local salary equity analyses. e Conduct information sessions for faculty and leaders about compensation plans to ensure there is a consistent foundational understanding of compensation practices at your institution. A full list of recommended practices around conducting analyses, financial strategies, and stakeholder communication is provided in the 2019 Promising Practices for Understanding and Addressing Faculty Salary Equity at U.S. Medical Schools report (Dandar et al. 2019). While individual faculty may advocate for fair and equitable compensation, organizations play a greater role in closing pay gaps because they have the ability to assess, monitor, and, ultimately, achieve salary equity. Institutional leaders also have the power to create policies that sustain equitable compensation practices and to rectify biases in workplace expectations and structures that may unintentionally perpetuate pay inequities. In addition to conducting compensation audits rigorously and routinely, it is important that organizations adopt a holistic approach, as outlined below, that addresses the forces that potentially drive pay disparities by gender, race/ethnicity, and other identity factors (Gottlieb 2021). TOP 10 ORGANIZATIONAL ACTIONS FOR HOLISTICALLY ADDRESSING SALARY EQUITY 1. Establish diversity, equity, and inclusion as an organizational goal with oversight by senior leadership. 2. Task a multidisciplinary group of physicians, staff, and leaders with ongoing assessment and monitoring of salary equity and with identifying and addressing drivers of compensation disparities. 3. Track the representation of women and people from different races/ ethnicities across units, in leadership roles, among new hires, and among academic and organizational promotions, and assess the impact of equity initiatives on these metrics. 4. Examine recruitment practices, and audit salary offers and startup packages to identify opportunities to improve pay equity through changing processes. 5. Conduct mandatory unconscious bias training with organizational leaders, in-house recruiters, academic promotion committees, and individuals who serve on job interview or external search committees. 6. Educate leaders about paying attention to situations where bias can emerge, such as during job negotiations, performance evaluations, and sponsorship. 7. Develop formal sponsorship programs and networking opportunities to promote professional advancement for faculty who are marginalized and underrepresented in medicine. 8. Explore underlying challenges to compensation and productivity that may result from increased domestic responsibilities (e.g., not being able to earn bonus pay for extra call, having inflexible work hours), and implement solutions that increase opportunities for all (e.g., allowing remote attendance at meetings and institutional support for caregiving). 9. Provide employees with gender-neutral parental leave and return-to- work policies to support the professional success of new parents. 10. Publicly report salary data and equity initiatives to close pay gaps. Track and share progress to enhance accountability and garner trust. ~\ LXIN 56 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ Cy al 7 | Appendices EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES eee ly) A.1. Counts of Full-Time Faculty by Race/Ethnicity, Gender, and Rank, as Shown in Figure 1 59 A.2. Ten-Year Promotion Outcomes for Full-Time, First-Time Assistant Professors in Academic Year 2009-2010 by Race/Ethnicity and Gender, as Shown in Figure 2 60 A.3. Ten-Year Promotion Outcomes for Full-Time, First-Time Associate Professors in Academic Year 2009-2010 by Race/Ethnicity and Gender, as Shown in Figure 3 61 A.4. Average Full-Time Faculty New Hires and Departures Per Year by Race/Ethnicity and Gender, Academic Years 2016-2017 Through 2019-2020, as Shown in Figures 4 and 5 62 A.5. Counts for AAMC Faculty Salary Survey and Faculty Roster Samples by Race/Ethnicity and Gender, as Shown in Figure 6 63 A.6. Counts of Faculty by Race/Ethnicity, Degree, and Department Type, as Shown in Figures 7 and 8 64 g A.7. Counts of Faculty by Race/Ethnicity, Gender, Degree, and Department Type, as Shown in Figures 9-13 65 as on A.8. Counts of Basic Science Faculty by Race/Ethnicity, Gender, and Rank, as Shown in Figures 14 and 15 66 2 ° > A.9. Counts of Clinical Science Faculty (All) by Race/Ethnicity, Gender, and Rank, as Shown in Figures 16 and 17 67 ao " A.10. Counts of Chairs and Chiefs by Race/Ethnicity, Gender, and Department Type, as Shown in Figure 18 68 A.11. Counts of Clinical Science MD Faculty by Race/Ethnicity, Gender, and Rank, as Shown in Figures 19 and 20 69 A.12. Counts of Clinical Science MD-PhD Faculty by Race/Ethnicity, Gender, and Rank, as Shown in Figures 21 and 22 70 A.13. Counts of Clinical Science PhD Faculty by Race/Ethnicity, Gender, and Rank, as Shown in Figures 23 and 24 71 A.14. Counts of Faculty by Race/Ethnicity, Gender, and Basic Science Department/Specialty, as Shown in Figures 25 and 26 72 A.15. Counts of Faculty by Race/Ethnicity, Gender, and Clinical Science Department/Specialty, as Shown in Figures 27 and 28 74 A.16. Counts of Assistant Professors With MD Degree by Race/Ethnicity, Gender, and Clinical Science Department/ Specialty, as Shown in Figures 29 and 30 76 A.17. Counts of Assistant Professors With PhD Degree by Race/Ethnicity, Gender, and Basic Science Department/ Specialty, as Shown in Figures 31 and 32 77 A.18. Counts of OB/GYN Faculty With MD Degrees by Race/Ethnicity, Gender, and Rank, as Shown in Figure 33 78 58 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.1. Counts of Full-Time Faculty by Race/Ethnicity, Gender, and Rank, as Shown in Figure 1 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Rank and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Full Professor Men 30 3,908 489 699 10 22,265 85 449 598 Women 9 1,506 299 311 2 7,625 25 164 190 ONS Teld RM colitis Men 43 4,760 582 732 15 15,209 144 462 526 Women 29 2,948 695 497 15 9,639 91 294 306 Assistant Professor \ LXIN Men 65 10,671 1,514 1,693 53 27,432 572 1,397 897 Women 69 9,852 2,464 1,469 27 23,668 472 1,308 896 Source: Dec. 31, 2019, snapshot of the AAMC Faculty Roster as of Dec. 31, 2020. Note: This table excludes faculty with missing race/ethnicity (n = 4,490). RETURN TO FIGURE 1. 59 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.2. Ten-Year Promotion Outcomes for Full-Time, First-time Assistant Professors in Academic Year 2009-2010 by Race/Ethnicity and Gender, as Shown in Figure 2 Gender and Race/Ethnicity American Indian Initial Cohort Promoted Within 10 Years Same Institution and Department Different Institution or Department Not Promoted Within 10 Years Still in Academic Medicine Left Academic Medicine or Alaskan Native 12 2 1 2 7 Asian 1,214 387 99 313 415 Black or African American 152 35 11 45 61 Hispanic, Latino, or of Spanish origin 216 38 20 84 74 Native Hawaiian or Other Pacific Islander 13 4 0 4 5 White 3,111 983 219 1,024 885 Other 26 8 2 7 9 Multiple Race - Hispanic 104 33 10 36 25 Multiple Race - Non-Hispanic 100 29 10 A 20 American Indian or Alaskan Native 15 6 1 5 3 Asian 920 250 59 300 311 Black or African American 230 51 12 84 83 Hispanic, Latino, or of Spanish origin 149 35 10 55 49 Native Hawaiian or Other Pacific Islander 6 0 1 0 5 White 2,210 647 135 701 727 Other 25 7 1 5 12 Multiple Race - Hispanic 95 22 5 40 28 Multiple Race - Non-Hispanic 69 26 5 18 20 Source: May 31, 2021, snapshot of the AAMC Faculty Roster as of June 4, 2021. Note: This table excludes faculty with missing gender data (n = 12) and missing race/ethnicity data (n = 481). Every faculty member whose very first assistant professor appointment began during academic year 2009-2010 was tracked for 10 years to determine promotion outcomes. RETURN TO FIGURE 2, \ LXIN 60 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.3. Ten-Year Promotion Outcomes for Full-Time, First-time Associate Professors in Academic Year 2009-2010 by Race/Ethnicity and Gender, as Shown in Figure 3 Gender and Race/Ethnicity American Indian Initial Cohort Promoted Within 10 Years Same Institution and Department Different Institution or Department Not Promoted Within 10 Years Still in Academic Medicine Left Academic Medicine or Alaskan Native 4 1 0 1 2 Asian 415 164 41 126 84 Black or African American 54 17 7 15 15 Hispanic, Latino, or of Spanish origin 87 30 5 34 18 Native Hawaiian or Other Pacific Islander 4 0 1 2 1 White 1,555 616 104 551 284 Other 3 1 1 1 0 Multiple Race - Hispanic 57 25 7 15 10 Multiple Race - Non-Hispanic 71 28 12 26 5 American Indian or Alaskan Native 2 0 0 0 2 Asian 228 113 11 68 36 Black or African American 43 17 3 14 9 Hispanic, Latino, or of Spanish origin 35 13 3 6 13 Native Hawaiian or Other Pacific Islander 1 0 0 0 1 White 836 332 64 278 162 Other 3 0 0 2 Multiple Race - Hispanic 30 15 6 7 Multiple Race - Non-Hispanic 32 10 3 12 7 Source: May 31, 2021, snapshot of the AAMC Faculty Roster as of June 4, 2021. Note: This table excludes faculty with missing gender data (n = 5) and missing race/ethnicity data (n = 111). Every faculty member whose very first associate professor appointment began during academic year 2009-2010 was tracked for 10 years to determine promotion outcomes. RETURN TO FIGURE 3, \ LXIN 61 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.4. Average Full-Time Faculty New Hires and Departures Per Year by Race/Ethnicity and Gender, Academic Years 2016-2017 Through 2019-2020, as Shown in Figures 4 and 5 American Hispanic, Native Indian or Black or Latino, or | Hawaiian or Multiple Multiple New Hires and Departures, Alaskan African of Spanish Other Pacific Race - Race - Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Totals Average New Hires Men 14.3 2,639.5 328.5 370.0 12.8 6,011.0 155.5 284.8 217.8 10,034.0 Women 18.0 2,323.8 562.0 370.0 8.8 5,456.8 122.0 264.5 222.5 9,348.3 Total Average New Hires 32.3 4,963.3 890.5 740.0 21.5 11,467.8 277.5 549.3 440.3 19,382.3 Average Departures Men 19.0 1,989.8 284.0 309.5 10.5 6,492.3 93.8 242.0 205.3 9,646.0 Women 14.3 1,523.5 385.8 239.5 10.8 4,219.8 67.3 180.5 147.5 6,788.8 Total Average Departures 33.3 3,513.3 669.8 549.0 21.3 10,712.0 161.0 422.5 352.8 16,434.8 Source: May 31, 2021 snapshot of the AAMC Faculty Roster as of June 4, 2021. Note: This table excludes faculty with missing gender data (n = 88) among new hire counts and faculty with missing gender data (n = 195) among faculty departure counts. The table does not include newly hired or departed faculty at medical schools that received accreditation after June 30, 2016. RETURN TO FIGURE 4, RETURN TO FIGURE 5. \ LXIN 62 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.5. Counts for AAMC Faculty Salary Survey and Faculty Roster Samples by Race/Ethnicity and Gender, as Shown in Figure 6 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Survey and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Faculty Salary Survey Men 99 13,389 1,681 2,436 67 39,403 713 172 107 Women 79 9,493 2,202 1,932 52 25,762 528 149 142 Faculty Roster Men 147 21,628 2,815 3,468 101 69,903 905 2,460 2,183 Women 131 16,472 4,074 2,729 63 48,011 778 2,002 1,609 Sources: Dec. 31, 2019, snapshot of the AAMC Faculty Roster as of Dec. 31, 2020, and FY 2020 AAMC Faculty Salary Survey. Note: The Faculty Roster data in this table exclude faculty with missing gender data (n = 101) and faculty with missing race/ethnicity data (n = 6,731). RETURN TO FIGURE 6. \ LXIN 63 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.6. Counts of Faculty by Race/Ethnicity, Degree, and Department Type, as Shown in Figures 7 and 8 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Department Type, Degree Native Asian American Origin Islander White Other Hispanic Non-Hispanic Basic Science, All Degrees 17 3,046 244 543 16 7,418 87 31 27 Clinical Science MD 110 13,130 2,754 2,749 79 39,303 667 193 155 MD-PhD 9 1,290 126 163 2 2,922 257 13 10 PhD 25 3,144 366 482 10 8,588 146 47 32 Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. RETURN TO FIGURE 7. RETURN TO FIGURE 8. \ LXIN 64 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.7. Counts of Faculty by Race/Ethnicity, Gender, Degree, and Department Type, as Shown in Figures 9-13 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Department Type, Alaskan African of Spanish Other Pacific Race - Race - Degree, and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Basic Science, All Degrees Men 11 2,021 134 321 11 4,795 58 17 13 Women 6 1,025 110 222 5 2,623 29 14 14 Clinical Science, MD Men 63 7,151 1,151 1,552 44 23,902 365 103 70 Women 47 5,979 1,603 1,197 35 15,401 302 90 85 Clinical, MD-PhD Men 6 861 72 107 2 2,067 179 8 7 Women 3 429 54 56 0 855 78 5 3 Clinical Science, PhD Men 9 2,013 141 208 4 4,249 65 20 9 Women 16 1,131 225 274 6 4,339 81 27 23 Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. RETURN TO FIGURE 9. RETURN TO FIGURE 10. RETURN TO FIGURE 11. RETURN TO FIGURE 12. RETURN TO FIGURE 13. \ LXIN 65 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.8. Counts of Basic Science Faculty by Race/Ethnicity, Gender, and Rank, as Shown in Figures 14 and 15 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Rank and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Full Professor Men 2 611 31 115 3 2,360 10 5 4 Women 3 224 18 50 0 863 5 5 1 Associate Professor Men 6 596 4 102 4 1,268 15 5 3 Women 1 311 34 54 1 800 4 4 3 Assistant Professor \ LXIN Men 3 814 62 104 4 1,167 33 7 6 Women 2 490 58 118 4 960 20 5 10 Source: FY 2020 AAMC Faculty Salary Survey. RETURN TO FIGURE 14. RETURN TO FIGURE 15. 66 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.9. Counts of Clinical Science Faculty (All) by Race/Ethnicity, Gender, and Rank, as Shown in Figures 16 and 17 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Rank and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Full Professor Men 7 1,980 239 394 9 9,262 74 22 10 Women 7 796 158 163 5 3,550 25 7 5 Associate Professor Men 19 2,726 335 481 15 8,022 143 31 23 Women 14 1,757 410 346 13 5,355 77 31 20 Assistant Professor \ LXIN Men 42 5,319 790 992 26 12,934 392 78 53 Women 45 4,986 1,314 1,018 23 11,690 359 84 86 Source: FY 2020 AAMC Faculty Salary Survey. RETURN TO FIGURE 16. RETURN TO FIGURE 17. 67 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.10. Counts of Chairs and Chiefs by Race/Ethnicity, Gender, and Department Type, as Shown in Figure 18 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Department Type, Alaskan African of Spanish Other Pacific Race - Race - Role, and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Basic Science, Chairs Men 0 51 9 15 0 327 0 2 0 Women 0 13 3 5 0 95 0 1 0 Clinical Science, Chairs Men 3 132 4) 42 1 956 10 3 0 Women 0 26 26 6 0 209 1 0 1 Men 4 271 32 66 2 1,406 3 4 4 Women 1 113 34 37 1 581 2 5 4 Source: FY 2020 AAMC Faculty Salary Survey. RETURN TO FIGURE 18. \ LXIN 68 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.11. Counts of Clinical Science MD Faculty by Race/Ethnicity, Gender, and Rank, as Shown in Figures 19 and 20 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Rank and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Full Professor Men 10 1,228 194 306 9 6,894 36 15 9 Women 4 542 119 117 4 2,378 13 5 4 ONS Ted KM acl tole Men 7 1,875 271 402 12 6,279 79 25 19 Women 10 1,307 343 257 13 3,930 38 18 14 Assistant Professor \ LXIN Men 36 4,048 686 844 23 10,729 250 63 42 Women 33 4,130 1,141 823 18 9,093 251 67 67 Source: FY 2020 AAMC Faculty Salary Survey. RETURN TO FIGURE 19. RETURN TO FIGURE 20. 69 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.12. Counts of Clinical Science MD-PhD Faculty by Race/Ethnicity, Gender, and Rank, as Shown in Figures 21 and 22 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Rank and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Full Professor Men 2 261 21 36 0 816 28 2 1 Women 1 75 4 7 0 214 6 0 0 Associate Professor Men 2 281 21 31 1 569 50 3 2 Women 0 133 9 24 0 241 21 1 1 Assistant Professor \ LXIN Men 2 319 30 40 1 682 101 3 4 Women 2 221 41 25 0 400 51 4 2 Source: FY 2020 AAMC Faculty Salary Survey. RETURN TO FIGURE 21. RETURN TO FIGURE 22. 70 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.13. Counts of Clinical Science PhD Faculty by Race/Ethnicity, Gender, and Rank, as Shown in Figures 23 and 24 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Rank and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Full Professor Men 5 491 24 52 0 1,552 10 5 0 Women 2 179 35 39 1 958 6 2 1 Associate Professor Men 0 570 43 48 2 1,174 14 3 2 Women 4 317 58 65 0 1,184 18 12 5 Assistant Professor \ LXIN Men 4 952 74 108 2 1,523 Al 12 7 Women 10 635 132 170 5 2,197 57 13 17 Source: FY 2020 AAMC Faculty Salary Survey. RETURN TO FIGURE 23. RETURN TO FIGURE 24. 71 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.14. Counts of Faculty by Race/Ethnicity, Gender, and Basic Science Department/Specialty, as Shown in Figures 25 and 26 Hispanic, Native American Indian Black or Latino, Hawaiian or Multiple Multiple or Alaskan African or of Other Pacific Race - Race - Department/ Specialty and Gender Native Asian American Spanish Origin Islander White Other Hispanic Non-Hispanic Men 0 83 7 19 1 274 5 0 1 Women 0 42 5 9 0 194 5 0 0 Men 0 293 13 24 0 679 9 2 2 Women 0 98 9 15 0 240 3 0 1 Men 2 141 4 17 1 334 6 0 0 Women 2 99 3 13 0 200 2 2 1 Microbiology Men 2 229 19 41 2 628 8 2 \ LXIN Women 0 110 12 25 1 329 3 1 2 le Men 2 219 3 36 2 494 0 1 1 Women 1 104 3 29 0 242 1 2 1 Men 0 163 10 50 0 506 1 1 2 Women 0 73 7 21 0 249 2 0 1 Men 1 256 21 31 0 543 10 5 1 Women 0 112 13 18 0 265 1 0 1 Men 0 173 11 43 0 465 11 1 0 Women 0 74 7 29 2 208 3 3 1 Men 4 464 46 60 5 872 8 5 4 Women 3 313 51 63 2 696 9 6 Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. RETURN TO FIGURE 25. RETURN TO FIGURE 26. "J 2 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.15. Counts of Faculty by Race/Ethnicity, Gender, and Clinical Science Department/Specialty, as Shown in Figures 27 and 28 American Indian Hispanic, Latino, Native Hawaiian Multiple Multiple Department/ or Alaskan Black or African orofSpanish or Other Pacific Race - Race - Specialty and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Men 5 641 100 101 3 1,940 40 11 6 Women 6 357 113 52 1 932 14 6 6 Men 0 92 5 10 2 266 4 1 1 Women 0 93 31 19 1 324 7 1 1 Men 3 204 61 68 3 1,466 13 2 8 Women 3 146 84 45 3 745 12 1 2 Men 6 144 61 82 2 923 8 2 1 Women 8 187 131 110 0 887 16 6 4 Medicine General Men 378 78 100 5 1,238 17 5 0 \ LXIN Women 2 450 133 90 1 1,092 18 6 4 Men 17 2,889 309 460 9 6,684 149 37 15 Women 9 2,137 303 275 4 3,599 100 21 18 Neurology Men 4 435 43 99 1 1,254 32 14 Women 1 326 49 54 1 835 16 6 7 Men 1 144 58 55 1 736 10 5 5 Women 5 304 197 85 4 1,345 33 6 11 Ophthalmology Men 0 228 14 25 1 620 18 Women 1 202 30 20 1 332 8 Otolaryngology Men 2 163 18 26 0 669 11 Women 0 85 11 19 1 269 5 2 3 a ui N No - w Continued on next page Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. RETURN TO FIGURE 27A. RETURN TO FIGURE 27B. RETURN TO FIGURE 238A. RETURN TO FIGURE 28B. "J 3 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.15. Counts of Faculty by Race/Ethnicity, Gender, and Clinical Science Department/Specialty, as Shown in Figures 27 and 28 (continued) American Indian Hispanic, Latino, Native Hawaiian Multiple Multiple Department/ or Alaskan Black or African orof Spanish or Other Pacific Race - Race - Specialty and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Pathology Men 6 558 54 102 1 1,346 31 a No Women 2 473 43 61 2 992 27 5 5 Men 1 135 23 44 2 507 5 0 0 Women 4 207 105 100 1 881 14 3 4 Men 6 887 98 181 10 2,882 76 14 4 Women 11 1,129 246 268 10 3,367 82 21 16 Men 4 341 73 119 3 1,752 23 7 6 Women 5 349 149 153 3 2,045 41 11 13 ete TM Ute lawl MCUELeye Lacey a) Men 0 76 18 14 1 303 6 3 1 Women 1 86 23 10 0 297 8 5 1 Men 8 1,161 70 111 1 2,427 60 7 5 Women 0 453 54 70 1 876 19 6 1 Men 1 203 4 38 0 627 12 1 3 Women 0 98 29 13 1 265 4 2 1 Men 10 1,228 203 211 4 4,320 91 9 17 Women 4 352 92 54 0 1,204 34 5 7 Men 1 118 37 21 1 258 3 2 1 Women 4 105 59 29 6 308 3 7 4 Source: FY 2020 AAMC Faculty Salary Survey. Note: Analysis excludes chairs, chiefs, and instructors. RETURN TO FIGURE 27A. RETURN TO FIGURE 27B. RETURN TO FIGURE 238A. RETURN TO FIGURE 28B. \ LXIN 74 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.16. Counts of Assistant Professors With MD degree by Race/Ethnicity, Gender, and Clinical Science Department/ Specialty, as Shown in Figures 29 and 30 Hispanic, Latino, Native Hawaiian Multiple Multiple Department/ American Indian Black or African orofSpanish - or Other Pacific Race - Race - Specialty and Gender or Alaskan Native Asian American Origin Islander White Other Hispanic Non-Hispanic Men 3 360 60 60 1 993 18 4 4 Women 5 226 77 39 0 561 7 5 5 Men 0 23 0 2 1 74 1 0 1 Women 0 50 18 10 0 157 4 0 1 Emergency Medicine Men 3 121 45 35 2 797 6 2 Women 3 109 60 28 3 481 10 1 2 Men 3 84 38 57 2 434 2 1 1 Women 5 127 91 75 0 456 5 4 3 Men 0 224 53 54 3 564 11 4 0 Women 1 294 84 59 1 581 15 3 2 Men 8 1,306 169 209 5 2,276 50 18 6 Women 2 1,248 181 144 2 1,532 49 14 14 Men 2 172 24 36 1 329 16 4 0 Women 0 160 28 27 0 307 12 4 6 Men 1 37 29 26 1 260 3 3 1 Women 2 184 141 54 1 799 22 4 6 Ophthalmology Men 0 60 7 8 0 151 5 0 Women 1 87 19 6 1 116 6 0 2 Men 0 57 7 9 0 222 4 2 1 Women 0 43 6 10 0 114 4 1 3 Continued on next page Source: FY 2020 AAMC Faculty Salary Survey. RETURN TO FIGURE 29A, RETURN TO FIGURE 29B. RETURN TO FIGURE 30A, RETURN TO FIGURE 30B ~J 5 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES \ LXIN PREVIOUS "\ Table A.16. Counts of Assistant Professors With MD degree by Race/Ethnicity, Gender, and Clinical Science Department/ Specialty, as Shown in Figures 29 and 30 (continued) Hispanic, Latino, Native Hawaiian Multiple Multiple Department/ American Indian Black or African orofSpanish or Other Pacific Race - Race - Specialty and Gender or Alaskan Native Asian American Origin Islander White Other Hispanic Non-Hispanic Men 2 74 14 27 0 231 9 2 1 Women 2 134 16 23 0 251 13 2 3 Men 0 64 14 23 0 196 3 0 0 Women 1 131 71 62 0 451 9 1 3 Men 4 337 40 79 2 934 40 8 3 Women 5 676 154 145 6 1,598 50 16 10 Men 1 165 32 48 1 424 8 3 1 Women 1 173 62 61 2 467 13 2 5 Men 0 44 13 5 1 137 4 2 0 Women 0 49 14 6 0 102 3 3 0 Men 3 389 37 44 1 899 29 3 5 Women 0 207 36 33 0 385 8 1 1 Men 1 87 15 19 0 226 7 1 3 Women 0 52 19 8 0 147 1 2 0 Men 5 436 85 100 2 1,566 33 6 10 Women 4 168 59 27 0 562 20 4 1 Men 0 8 4 3 0 16 1 Women 1 12 5 6 2 26 0 Source: FY 2020 AAMC Faculty Salary Survey. RETURN TO FIGURE 29A, RETURN TO FIGURE 29B. RETURN TO FIGURE 30A, RETURN TO FIGURE 30B \ LXIN 76 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.17. Counts of Assistant Professors With PhD degree by Race/Ethnicity, Gender, and Basic Science Department/ Specialty, as Shown in Figures 31 and 32 Black or Hispanic, Latino, Native Hawaiian Multiple Multiple Department/ American Indian African orof Spanish or Other Pacific Race - Race - Specialty and Gender or Alaskan Native Asian American Origin Islander White Other Hispanic Non-Hispanic Men 0 23 4 4 0 59 1 0 0 Women 0 18 1 5 0 70 3 0 0 Men 0 106 6 7 0 142 6 1 2 Women 0 40 3 5 0 65 0 0 1 jets eee Men 1 64 0 6 0 82 3 0 0 Women 1 48 3 6 0 66 1 1 0 Men 0 68 7 12 1 138 3 1 0 Women 0 42 5 12 0 122 3 0 0 Men 0 90 1 10 1 110 0 0 0 Women 0 44 0 14 0 61 0 0 1 Men 0 69 4 8 0 128 1 0 0 Women 0 36 3 11 0 85 2 0 1 Men 0 84 10 10 0 115 6 3 0 Women 0 44 5 9 0 95 0 0 1 Physiology Men 0 54 2 9 0 88 4 0 Women 0 28 7 10 1 63 2 2 1 Other Basic Science Departments/Specialties Men 1 186 22 23 2 235 4 0 Women 1 138 30 34 0 269 6 1 Source: FY 2020 AAMC Faculty Salary Survey. RETURN TO FIGURE 31, RETURN TO FIGURE 32 \ LXIN "J 7 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Table A.18. Counts of OB-GYN Faculty With MD Degrees by Race/Ethnicity, Gender, and Rank, as Shown in Figure 33 American Hispanic, Native Indian or Black or Latino, or Hawaiian or Multiple Multiple Alaskan African of Spanish Other Pacific Race - Race - Rank and Gender Native Asian American Origin Islander White Other Hispanic Non-Hispanic Full Professor Men 0 25 13 7 0 207 1 1 0 Women 0 19 11 12 0 147 2 1 1 Associate Professor Men 0 20 15 16 0 168 2 1 1 Women 1 58 35 12 3 249 2 1 4 NSTC alm deelict tie) s \ LXIN Men 1 37 29 26 1 260 3 3 1 Women 2 184 141 54 1 799 22 4 6 Source: FY 2020 AAMC Faculty Salary Survey. RETURN TO FIGURE 78 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "~\ eee ly) ia - 79 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ AAMC. U.S. Medical School Faculty Tables 2019, Table 8: U.S. Medical School Faculty by Sex and Race/Ethnicity, 2019. AAMC Faculty Roster, Dec. 31, 2019, snapshot as of Dec. 31, 2020. https:/Awww.aamc.org/data-reports/faculty-institutions/interactive-data/2019- us-medical-school-faculty. Accessed April 26, 2021. Bowles HR, Babcock L, Lai L. Social incentives for gender differences in the propensity to initiate negotiations: sometimes it does hurt to ask. Organ Behav Hum Decis Process. 2007;103:84-103. doi:10.1016/j.obhdp.2006.09.001 Center for Health Workforce Studies in New York (CHWSNY). Gender pay gaps widen for newly trained physicians. January 2018. www. chwsny.org/wp-content.uploads/2019/01/Gender_Brief_2018.pdf. Accessed December 2018. Crenshaw K. Demarginalizing the intersection of race and sex: a black feminist critique of antidiscrimination doctrine, feminist theory and antiracist politics. Univ Chicago Legal Forum. 1989; Article 8. https://chicagounbound.uchicago.edu/uclf/vol1 989/iss 1/8. Dandar VM, Lautenberger DM, and Garrison GE. Promising Practices for Understanding and Addressing Salary Equity at U.S. Medical Schools. Washington, DC: AAMC; 2019. https://store.aamc.org/promising-practices-for-understanding-and-addressing-faculty- salary-equity-at-u-s-medical-schools.html. Desai T, Ali S$, Fang X, Thompson W, Jawa P, Vachharajani T. Equal work for unequal pay: the gender reimbursement gap for healthcare providers in the United States. Postgrad Med J. 2016;92:571-575. doi:10.1136/postgradmedj-2016-134094 Doximity. 2019 Physician Compensation Report. San Francisco, CA: Doximity; March 2019. Gottlieb A, ed. 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Available at https://iwpr.org/iwpr-issues/employment-and-earnings/the-gender-wage-gap-by-occupation-race-and-ethnicity-2020/. ~\v LXIN 80 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES PREVIOUS "\ Institute of Women's Policy Research (IWPR). Pay equity and discrimination. 2021. https://iwpr.org/equal-pay-about/. Accessed July 27, 2021. Jagsi R, Griffith KA, Stewart A. Gender differences in the salaries of physician researchers. JAMA. 2012;307(22):2410-2417. doi:10.1001/jama.2012.6183 Lo Sasso AT, Armstrong D, Forte G, Gerber SE. Differences in starting pay for male and female physicians persist; explanations for the gender gap remain elusive. Health Affairs. 2020;39(2):256-263. doi:10.1377/hithaff.2019.00664 Medical Group Management Association (MGMA). Gender, specialty, age and productivity among factors in physicians' compensation. Press release. May 10, 2017. www.mgma.com/news-insights/press/gender,-specialty, -age-and-productivity-among-fact. Accessed December 2018. Medscape. 2020. Female Physician Compensation Report. https:/Awww.medscape.com/slideshow/2020-compensation-female- physician-6013190., Miller S. Gender pay gap pegged to lack of promotions. Society for Human Resource Management. Dec. 12, 2016. www.shrm.org/ resourcesandtools/hr-topics/compensation/pages/gender-pay-gap-pegged-to-promotions.aspx. Accessed December 2018. Noland M, Moran T, Kotschwar B. Is gender diversity profitable? Evidence from a global survey. Washington, DC: Peterson Institute for International Economics; 2016. Available at httos:/Avww.piie.com/system/files/documents/wp16-3.pdf. Accessed June 23, 2021. Pollart SM, Dandar V, Brubaker L, et al. Characteristics, satisfaction, and engagement of part-time faculty at U.S. medical schools. Acad Med. 2015;90(3):355-64. doi:10.1097/ACM.0000000000000470 Reese CC. The status of public sector pay equity for women of color in the United States. Rev Public Pers Adm. 2019;39(4):594-610. https://doi,org/10,1177/0734371X18761123 Sarfaty S, Kolb D, Barnett RC, Szalacha L. Negotiation in academic medicine: a necessary career skill. / Womens Health. 2007;16(2): 235-44. \ LXIN 81 | EXPLORING FACULTY SALARY EQUITY AT U.S. MEDICAL SCHOOLS BY GENDER AND RACE/ETHNICITY ASSOCIATION OF AMERICAN MEDICAL COLLEGES ao at s MC NTT elite es PNM uCro reo ee) Ce (4 655 K Street, NW, Suite 100, Washington, DC 20001-2399 T 202 828 0400 aamc.org 21-060 (10/21)