Inequities in Academic Compensation by Gender: A Follow-up to the National Faculty Survey Cohort Study.
Inequities in Academic Compensation by Gender: A Follow-up to the National Faculty Survey Cohort Study.
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DOI：
10.1097/acm.0000000000001250
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发表时间：
2016-08
期刊：
影响因子：
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通讯作者：
Carr PL
中科院分区：
文献类型：
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作者：
Freund KM;Raj A;Kaplan SE;Terrin N;Breeze JL;Urech TH;Carr PL
横断面研究表明，在学术医学领域，薪资存在性别差异。还没有研究评估纵向薪酬模式。这项研究试图评估补偿中的性别纵向模式，并了解与纵向队列中这些差异相关的因素。对全国教师调查进行了长达17年的纵向跟踪调查，随机抽样了来自美国24所医学院的教师。受试者在最初和后续的时间段都是全职的，完成了调查。2012-13学年的年度税前薪酬按性别进行了比较。评估的协变量包括种族/民族；第一次担任学术职务的年限；保留学术生涯；学术级别；部门隶属关系；临床、教学、行政和研究职责的努力分配百分比；婚姻和父母状况；以及在两次调查之间的年份中是否有休假或兼职状况。在未经调整的分析中，女性的平均收入比男性少20,520美元(P=.03)；女性每赚1美元，男性就能赚90美分。在调整协变量后，这一差额减少到16,982美元(P=.04)。在调整协变量和曾经休假或兼职的人中，15,159美元的平均差异不再显著(P=0.06)。薪酬方面持续存在的性别差距无法用计算薪资的指标来解释。解决这些差距的机构行动包括初始任命和年度薪酬公平审查，培训高级教职员工和管理人员以了解隐性偏见，以及培训女性教职员工谈判技能。
Cross-sectional studies have demonstrated gender differences in salaries within academic medicine. No research has assessed longitudinal compensation patterns. This study sought to assess longitudinal patterns by gender in compensation, and to understand factors associated with these differences in a longitudinal cohort. A 17-year longitudinal follow-up of the National Faculty Survey was conducted with a random sample of faculty from 24 U.S. medical schools. Participants employed full-time at initial and follow-up time periods completed the survey. Annual pre-tax compensation during academic year 2012–13 was compared by gender. Covariates assessed included race/ethnicity; years since first academic appointment; retention in academic career; academic rank; departmental affiliation; percent effort distribution across clinical, teaching, administrative, and research duties; marital and parental status; and any leave or part-time status in the years between surveys. In unadjusted analyses, women earned a mean of $20,520 less than men (P = .03); women made 90 cents for every dollar earned by their male counterparts. This difference was reduced to $16,982 (P = .04) after adjusting for covariates. The mean difference of $15,159 was no longer significant (P = .06) when adjusting covariates and for those who had ever taken a leave or worked part-time. The continued gender gap in compensation cannot be accounted for by metrics used to calculate salary. Institutional actions to address these disparities include both initial appointment and annual salary equity reviews, training of senior faculty and administrators to understand implicit bias, and training of women faculty in negotiating skills.