Analysis of Gender-Based Differences in Surgery Faculty Compensation, Promotion, and Retention: Establishing Equity
Heather E. Hoops*, Karen J. Brasel, Elizabeth Dewey*, Sally Rodgers*, Jenny Merrill*, John G. Hunter, Kenneth S. Azarow
Oregon Health & Science University, Portland, OR
The objectives of this study were to assess for gender-based differences in faculty compensation, promotion, and retention and to evaluate the effect of a university-wide revision to the compensation plan.
Surgery faculty salary, work RVU, time to promotion and retention at a single institution from 2009-2017 were reviewed. In 2015, a university-wide revision to compensation plans was implemented, supplanting specialty-specific plans. Salaries and work RVUs relative to the regional median Association of American Medical Colleges (AAMC) metrics, time to promotion, and retention were compared between genders.
Data from 102 faculty were analyzed (26 female, 76 male). Adjusting for FTE, female faculty were compensated significantly less than males from 2009-2010 and equalized by 2016 (Figure) despite similar work RVUs. Average promotion rate was similar between groups (female: 60±55 months, male: 53±27 months; p=0.598). Promotions were 3.4 times more likely after 2015 (p<.001) with no gender-based differences. Promotion significantly affected both female (p=0.010) and male (p<0.001) faculty retention. Female faculty left the department sooner than males (53 months vs. 113 months without promotion; p=0.656 and 116 months vs. 340 months with promotion; p=0.377)
A university-wide revision to compensation plans increased faculty salaries to the AAMC median, allowing correction of gender-based inequity. Time to promotion was similar, but female faculty not promoted left sooner than males, and prior to the average time to promotion.
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