• Judith C Lin, Kathryn E Bowser, Laura M Drudi, Kathryn L DiLosa, and Jeniann Yi.
• Division of Vascular Surgery, Department of Surgery, Michigan State University College of Human Medicine, East Lansing, Mich. Electronic address: linjudit@msu.edu.
• J. Vasc. Surg. 2021 Aug 1; 74 (2S): 21S-28S.

AbstractPhysician compensation varies by specialty, gender, race, years in practice, type of practice, location, and individual productivity. We reviewed the disparities in compensation regarding the variation between medical and surgical specialties, between academic and private practice, between gender, race, and rank, and by practice location. The physician personal debt perspective was also considered to quantify the effect of disparities in compensation. Strategies toward eliminating the pay gap include salary transparency, pay equity audit, paid parental leave, mentoring, sponsorship, leadership, and promotion pathways. Pay parity is important because paying women less than men contributes to the gender pay gap, lowers pension contributions, and results in higher relative poverty in retirement. Pay parity will also affect motivation and relationships at work, ultimately contributing to a diverse workforce and business success. Rewarding all employees fairly is the right thing to do. As surgeons and leaders in medicine, establishing pay equity is a matter of ethical principle and integrity to further elevate our profession.Copyright © 2021 Society for Vascular Surgery. Published by Elsevier Inc. All rights reserved.

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