Advancing Gender Equity in Academic Medicine
Gender equity refers to a state in which people of all genders and gender expressions have equal access to resources, opportunities, and participation in academic medicine. The process of gender equity requires inclusion of gender diversity, intersectionality, and 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 off feedback from hundreds of constituents, affinity group leaders, and AAMC staff, the following areas were identified as priority areas:
|
Structural Issue What structural inequity are we trying to address? |
Focus Area How are we trying to address it? |
|---|---|
| Traditional leadership ideals and biased evaluations | Leadership, promotion, and advancement of all marginalized genders into power positions |
| Dominant culture norms | Engaging all allies in addressing exclusive and harmful norms |
| Not valuing work equally | Addressing pay inequities and other institutional structures that impact compensation |
On this page:
Salary Equity
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).
Sexual Harassment
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:
Women’s Leadership, Diversity, and Advancement
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).
Women of Color and Intersectionality
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) and various AAMC affinity groups, focuses on enhancing visibility, awareness, and advocacy for women of color in academic medicine:
Reproductive Health
Key information and resources for academic medicine clinicians and educators in responding to reproductive health care and access restrictions and related educational challenges:
Group on Women in Medicine and Science (GWIMS) Toolkit
A series of presentations designed to provide practical guidance on a variety of topics relevant to women faculty in academic medicine.
- Equity in Recruitment (PDF)
- Equity in Promotion (PDF)
- Is Your Salary Equitable? A Guide for Individual Faculty (PDF)
- Strategies for Cultivating Career Satisfaction and Success through Negotiation (PDF)
- Strategies for Advancing the Careers of Women of Color in Academic Medicine (PDF)
Find out more about the AAMC Group on Women in Medicine and Science (GWIMS).
