Advancing Gender Equity in Academic Medicine

Gender equity refers to a state in which people of all genders have equal access to resources, opportunities, and participation in academic medicine. The process of gender equity requires including people of different genders,  understanding how the impact of having multiple overlapping social identities, such as gender, race and ethnicity, sexual orientation, and disability, among many others, may result in unique experiences of discrimination, and using a gender justice framework to dismantle harmful norms and inequitable systems.

The Gender Equity Portfolio recently underwent a yearlong strategic planning process to identify focus areas for the next two to three years. Based on feedback from hundreds of constituents, affinity group leaders, and AAMC staff, the following areas were identified as priority areas:

The AAMC has developed a set of tools and resources to provide foundational information and ways to help your institution get started on addressing salary equity:

• Understanding and Addressing Faculty Salary Equity resource page.
• Exploring Salary Equity Among Medical School Leadership 2022 report.
• Exploring Faculty Salary Equity at U.S. Medical Schools by Gender and Race/Ethnicity 2021 report.
• Promising Practices for Understanding and Addressing Salary Equity at U.S. Medical Schools 2019 report.
• “Closing the Gender Pay Gap in Medicine” (AAMCNews, 2019).
• GWIMS salary equity toolkit (PDF).

Addressing sexual and gender harassment in academic medicine requires a comprehensive strategy. This involves strong leadership commitment, supportive institutional policies for reporting and investigations, and training for staff, leaders, and learners to prevent and appropriately address harassment. The AAMC offers a groundbreaking report on national rates of sexual harassment, effective practices, and additional resources to support institutions in this endeavor:

• Understanding and Addressing Sexual Harassment in Academic Medicine AAMC report.
• “Understanding and Addressing Sexual Harassment in Academic Medicine” webinar.
• Sexual and Gender Harassment Resources page.

The AAMC provides key information on the representation of women at different career levels and leadership positions. Additionally, educational resources are available to guide institutions in taking steps to enhance diversity at various leadership levels:

• The State of Women in Academic Medicine 2014, 2019, and 2024 reports.
• “Power Reimagined: Advancing Women into Emerging Leadership Positions” (webinar slides PDF).
• “Achieving Gender Equity is Our Responsibility: Leadership Matters” (Academic Medicine, 2020).
• GWIMS Equity in Promotion Toolkit (PDF).

The Women of Color and Intersectionality Initiative, organized by the Group on Women in Medicine and Science (GWIMS) in collaboration with Equity, Diversity, and Inclusion (EDI) cluster and various AAMC affinity groups, focuses on enhancing visibility, awareness, and advocacy for women of color in academic medicine:

• Women of Color Initiative.
• “Understanding Intersectionality: Bringing Visibility to the Experiences and Perspectives of Women of Color” webinar.
• Women of Color Webinar Series.

Key information and resources for academic medicine clinicians and educators in responding to reproductive health care and access restrictions and related educational challenges:

• Women’s Reproductive Health Webinar Series.
• Reproductive Health Care and Education.