Gender equity is key to achieving excellence in academic medicine.
In January 2020, as part of the AAMC’s commitment toward addressing the lack of sufficient diversity, equity, and inclusion, the AAMC Board of Directors endorsed a statement and call to action for leaders in the academic medicine community to address gender inequities at their institutions. The statement identifies four areas to focus action in order to achieve gender equity: the physician and scientific workforce, leadership and compensation, research, and recognition.
Achieving gender equity requires a long-term commitment of personnel and resources to raise awareness, develop and implement effective workplace practices, and to educate and train faculty, learners, and staff. A particular focus on addressing gender equity for women from underrepresented groups, who are disproportionately impacted by gender inequities, is a crucial component of this work.
This page provides resources, toolkits, effective practices, and other materials to address gender equity.
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AAMC data suggest there are several institutional structures and cultural factors that are pushing women out of medical and scientific careers. Understanding these data can help inform policy and initiatives.
Data & Reports
A report describing how women are faring in academic medicine and research, and how to turn data into action to advance women at your institution.
A compendium of detailed statistical information on race, ethnicity, and gender in medical education and the physician workforce.
A report providing state-specific statistics on active physicians, MD and DO students, residents, and fellows.
Leadership and Compensation
Understanding data, compensation plans, and effective practices can ensure that women receive promotions and compensation as quickly and to the same levels as those offered to men.
Data & Reports
A report describing the tangible institutional benefits to addressing equity issues — including salary equity — and costs of ignoring them.
This report examines key components of salary equity, national compensation trends, and promising practices to begin local comprehensive efforts.
This Analysis in Brief can help institutions understand where women are getting caught in the academic medicine leadership pipeline as they strive to increase and intensify interventional strategies to achieve gender parity in academic medicine in the 21st century.
A series of presentations designed to provide practical guidance on a variety of topics relevant to women faculty in academic medicine.
A presentation exploring challenges and opportunities faced by female faculty as they progress along the academic continuum.
A webinar defining the shifting centers of power in academic medicine through a power-mapping exercise.
The AAMC provides leadership development resources to prepare academic medicine professionals to lead themselves, their teams, and their organizations into the future.
The Early Career Seminar for Women Faculty is designed for women at the assistant professor level, with a minimum of two years’ experience (at the time of the seminar) but generally not more than eight years in their faculty appointment at a U.S. or Canadian medical school, an AAMC member institution.
The Mid-Career Seminar for Women is designed for women physicians and scientists at the associate professor level, with between 8-15 years’ experience in their faculty appointment at a U.S. or Canadian medical school, looking to advance in their career within academic medicine and science.
For assistant professors, build leadership skills, explore pathways for career advancement, and network with peers in a culturally responsive environment.
For associate professors, enhance leadership skills, build your network and prepare for advancement in a culturally responsive environment.
Access to resources that support research and publication can ensure women have access to funding and inclusion of their work in high-impact journals. A diverse editorial board and diverse panel of peer reviewers increases the likelihood that women and minorities will be considered for research funding and publication.
This presentation provides information on sources of grant funding and identifying tips for grant writing success.
This program on effective grant writing aims to increase diversity in grant recipients.
Use these resources to guide the preparation of nominations to ensure that women are recognized equitably.
This presentation explores the state of awards recognition for women and the steps toward preparing a successful nomination package for women candidates.
Tips for getting nominated or nominating others.
Faculty and staff at medical schools, teaching hospitals, and academic societies are encouraged to nominate one or more candidates for these awards.
Learn about the requirements to nominate an individual or a program for the GWIMS Leadership Award.