Closing the Gender Wage Gap and Achieving Professional Equity in Medicine.

@article{Asgari2019ClosingTG,
  title={Closing the Gender Wage Gap and Achieving Professional Equity in Medicine.},
  author={Maryam Asgari and Phyllis L. Carr and Carol K. Bates},
  journal={JAMA},
  year={2019}
}
17 Citations
Double Discrimination, the Pay Gap in Gynecologic Surgery, and Its Association With Quality of Care.
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Historical and other influences that drive "double discrimination" in gynecologic surgery-lower pay in the area of surgery that boasts the largest proportion of female surgeons and is focused on female patients are described and how it results in potentially lower quality care is explored.
Gender disparities among medical students choosing to pursue careers in medical research: a secondary cross-sectional cohort analysis
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There are many factors from a medical student’s perspective that may contribute to the existing gender disparities in pursuing a career in medical research.
National variation in the delivery of radiation oncology procedures in the non‐facility‐based setting
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The aim was to characterize variation in the delivery of common RT procedures in the Medicare population and hypothesized that delivery would vary significantly based on provider characteristics.
Provider-Level Variation in Treatment Planning of Radiation Oncology Procedures in the United States.
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Male gender predicts for utilization of IMRT planning, whereas female gender predictsfor utilization of 3DCRT planning in the Medicare population, according to Multivariable logistic regression.
The gender wage gap among medical specialists: a quantitative analysis of the hourly pay of publicly employed senior doctors in New Zealand
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It is suggested that employment agreements that specify minimum wages for each level of experience, and progression through these levels, are insufficient to eliminate gender wage gaps between similar men and women with the same experience.
What Women Need: a Study of Institutional Factors and Women Faculty’s Intent to Remain in Academic Medicine
TLDR
It is suggested that institutional factors such as support for work-life integration, fair and transparent policies, and meaningful mentorship opportunities appear impactful in the retention of women in academic medicine.
A Structured Compensation Plan Results in Equitable Physician Compensation: A Single-Center Analysis.
TLDR
A structured compensation model was successfully applied to all physicians at a multisite large academic medical system and resulted in pay equity, however, achieving overall gender pay equality will only be fully realized when women achieve parity in the ranks of the most highly compensated specialties and in leadership roles.
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