• Karen M Freund, Anita Raj, Samantha E Kaplan, Norma Terrin, Janis L Breeze, Tracy H Urech, and Phyllis L Carr.
• K.M. Freund is professor and vice chair of medicine, Tufts University School of Medicine, Tufts Medical Center, Boston, Massachusetts. A. Raj is professor of medicine and global public health and director, Center on Gender Equity and Health, School of Medicine, University of California, San Diego, La Jolla, California. S.E. Kaplan is assistant professor and assistant dean for diversity, Boston University School of Medicine, Boston, Massachusetts. N. Terrin is director, Biostatistics, Epidemiology and Research Design Center, Tufts Clinical and Translational Science Institute and Tufts Medical Center, Boston, Massachusetts. J.L. Breeze is epidemiologist, Biostatistics, Epidemiology and Research Design Center, Tufts Clinical and Translational Science Institute and Tufts Medical Center, Boston, Massachusetts. T.H. Urech is a research heath science specialist, VA HSR&D Center for Innovation to Implementation, VA Palo Alto Healthcare System, Palo Alto, California. P.L. Carr is a faculty member, Department of Medicine at Massachusetts General Hospital and Harvard Medical School, Boston, Massachusetts.
• Acad Med. 2016 Aug 1; 91 (8): 1068-73.

PurposeCross-sectional studies have demonstrated gender differences in salaries within academic medicine. No research has assessed longitudinal compensation patterns. This study sought to assess longitudinal patterns by gender in compensation, and to understand factors associated with these differences in a longitudinal cohort.MethodA 17-year longitudinal follow-up of the National Faculty Survey was conducted with a random sample of faculty from 24 U.S. medical schools. Participants employed full-time at initial and follow-up time periods completed the survey. Annual pretax compensation during academic year 2012-2013 was compared by gender. Covariates assessed included race/ethnicity; years since first academic appointment; retention in academic career; academic rank; departmental affiliation; percent effort distribution across clinical, teaching, administrative, and research duties; marital and parental status; and any leave or part-time status in the years between surveys.ResultsIn unadjusted analyses, women earned a mean of $20,520 less than men (P = .03); women made 90 cents for every dollar earned by their male counterparts. This difference was reduced to $16,982 (P = .04) after adjusting for covariates. The mean difference of $15,159 was no longer significant (P = .06) when adjusting covariates and for those who had ever taken a leave or worked part-time.ConclusionsThe continued gender gap in compensation cannot be accounted for by metrics used to calculate salary. Institutional actions to address these disparities include both initial appointment and annual salary equity reviews, training of senior faculty and administrators to understand implicit bias, and training of women faculty in negotiating skills.

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