Equal Pay for Equal Work in the Dean Suite

Addressing Occupational Gender Segregation and Compensation Inequities Among Medical School Leadership

Bibliographic Data

ID21614947
AuthorsAmy S Gottlieb (0009-0004-1090-5281, A.S. Gottlieb is associate dean for faculty affairs and professor, Departments of Medicine and Obstetrics and Gynecology, UMass Chan Medical School–Baystate, Springfield, Massachusetts, corresponding author), Valerie Dandar (Association of American Medical Colleges), Valerie M Dandar (V.M. Dandar is director of medical school operations, Association of American Medical Colleges, Washington, DC), Diana M Lautenberger (D.M. Lautenberger is director of gender equity initiatives, Association of American Medical Colleges, Washington, DC), Diana Lautenberger (0000-0003-0867-9532, Association of American Medical Colleges), Cynthia Best (C. Best is vice dean for finance and administration, University of Utah School of Medicine, Salt Lake City, Utah), Reshma Jagsi (0000-0001-6562-1228, R. Jagsi is the Newman Family Professor and deputy chair, Department of Radiation Oncology, and director, Center for Bioethics and Social Sciences in Medicine, University of Michigan Medical School, Ann Arbor, Michigan)
Year2023
Volume98
Issue3
Pages296-299
Publication date2023-03-01
Open AccessYes
TypeARTICLE
VenueAcademic Medicine (JOURNAL)
Journal identifiersISSN: 1040-2446 • E-ISSN: 1938-808X
PublisherOxford University Press (OUP) (PUBLISHER)
DOI10.1097/acm.0000000000005087
PMID36512834
OpenAlexW4311273367
LanguageEN
Citations received4
References cited25

In 2022, the Association of American Medical Colleges published data from its annual Dean’s Office Staff Compensation and Dean’s Compensation Surveys in a new report addressing salary equity among medical school leadership. These data, disaggregated by gender and race/ethnicity, represent earnings of the senior most leaders in the dean suite and have historically been shared only with medical school Deans and principal business officers. The report shows that the highest-ranking decanal positions in U.S. medical schools are filled along the lines of traditional gender stereotypes (with men in clinical affairs and research affairs deanships and women in admissions, diversity affairs, faculty affairs, and student affairs deanships) and that the roles held mostly by men carry grander titles (e.g., senior associate dean vs assistant dean) and significantly higher salaries than those typically held by women. Additionally, within the same decanal positions, women earn lower median compensation than men. In this commentary, the authors describe limited advancement and lower compensation as foregone conclusions for women in medicine and science due to a professional model that places a premium on activities traditionally pursued by men. They define and characterize the impact of this occupational gender segregation in the dean suite and offer a roadmap for an alternative value system that recognizes complementary leadership activities across the mission areas of academic medicine and ensures that the contributions of women in the profession are appropriately recognized, valued, and rewarded

Business · Earnings · Gender pay gap · Higher education · Medical education · Political science · Public relations · Salary · Student affairs · Veterans Affairs · Wage · Diversity and Career in Medicine · Law · Medical Education and Admissions · Medicine · Mentoring and Academic Development · Psychology · Social Psychology · Accounting

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