The American College of Surgeons (ACS) Women in Surgery Committee, in partnership with
the Association of Women Surgeons, developed the following Statement on Gender Salary
Equity, which the ACS Board of Regents approved at its June 2017 meeting in Chicago, IL.
Statement on Gender Salary Equity
Despite improvements in explicit gender discrimination, sub- stantial pay differentials exist between male and female surgeons even after adjusting for factors such as age, years of experience, specialty, work hours, and productivity.
1-4 The American
College of Surgeons supports pay equity among surgeons, regardless of gender.
The following guidelines provide a framework for a pay equity
•Employers should promote transparency in defining the criteria
for initial and subsequent physician salaries. To ensure equitable
compensation, performance reviews and benchmark salaries of all
surgeons should be reviewed routinely in both academic and clinical practice settings. Policies, procedures, leadership practices, and
organizational culture should be assessed to ensure compliance with
pay equity requirements. In addition, any identified pay disparity
should be remedied.
•Implicit bias and compensation determination training should be
provided for all individuals in a position to determine salary. These
programs should specifically focus on how subtle differences in the
evaluation of male and female surgeons may impede compensation
and career advancement. Compensation training should provide a
thorough understanding of compensation policies, how rates of pay
are determined, and how to communicate compensation.
•Nondepartmental oversight of compensation models, metrics, and
actual total compensation for all employed physicians should be
encouraged. Information about compensation, including summary
data by rank, years of employment, and gender should be made available to all surgeons within the department. Educational programs
also should be established to help promote an understanding of self-worth and self-confidence. Both genders should be empowered to
negotiate an equitable salary. These educational efforts should be
extended to residents and medical students so that essential negotiation skills are fostered early in training. ♦
1. Jagsi R, Griffith KA, Stewart A, Sambuco D,
DeCastro R, Ubel PA. Gender differences
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2. Jena AB, Olenski AR, Blumenthal DM.
Sex differences in physician salary in U.S.
public medical schools. JAMA Intern Med.
3. Freund KM, Raj A, Kaplan SE, et al.
Inequities in academic compensation
by gender: A follow-up to the national
faculty survey cohort study. Acad Med.
2016; 91( 8):1068-1073.
4. Carnes M, Bartels CM, Kaatz A,
Kolehmainen C. Why is John more likely
to become department chair than Jennifer?
Trans Am Clin Climatol Assoc. 2015;126:197-214.
5. Association of Women Surgeons.
Association of Women Surgeons Statement
on Gender Salary Equity. Available at: www.
womensurgeons.org/. Accessed March 2,