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Gender Equity in Academic Medicine

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.

Please send any questions or feedback about this initiative to genderequity@aamc.org.

Workforce

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
 

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The State of Women in Academic Medicine

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.

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Diversity Facts and Figures

A compendium of detailed statistical information on race, ethnicity, and gender in medical education and the physician workforce.

 

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State Physician Workforce Data Report

A report providing state-specific statistics on active physicians, MD and DO students, residents, and fellows.

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News & Insights

Why women leave medicine

Research shows that almost 40% of women physicians go part-time or leave medicine altogether within six years of completing their residencies. Here’s why.

Where are all the women in surgery?

Women have been discouraged from entering the surgical specialties. That’s changing, thanks to concerted efforts by medical schools and teaching hospitals.

Where are all the women deans?

Women now outnumber men in most medical school classrooms. But they still represent just a fraction of deans, department chairs, and full professors.

Working to end gender harassment in medicine

Leaders in academic medicine tackled gender harassment during the 2019 Leadership Forum. Here’s a look at the vital issues and insights they shared.

Sexual harassment in medicine

Even before the #MeToo movement, national leaders in medicine began taking significant strides to transform the culture and curb unacceptable behavior.

Combating Sexual Harassment in Academic Medicine

Medical schools and teaching hospitals are taking measures to end sexual harassment.

Advancing women in academic medicine

The AAMC urges medical schools and teaching hospitals to create institutional climates that support and promote women.

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
 

Pie chart of gender equity: Salary equity, Enhancing work-life balance, Equal access to resources and opportunities, Minimizing unconscious bias, Leadership engagement

Understanding & Addressing Faculty Salary Equity

A report describing the tangible institutional benefits to addressing equity issues — including salary equity — and costs of ignoring them.

Cover of the publication Promising Practices for Understanding and Addressing Salary Equity at US Medical Schools

Promising Practices for Understanding and Addressing Salary Equity at U.S. Medical Schools

This report examines key components of salary equity, national compensation trends, and promising practices to begin local comprehensive efforts.

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The Underrepresentation of Women in Leadership Positions at U.S. Medical Schools

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.


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Women’s Leadership and the Impact of Gender (PDF)

A presentation exploring challenges and opportunities faced by female faculty as they progress along the academic continuum.

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Power Reimagined: Advancing Women into Emerging Leadership Positions

A webinar defining the shifting centers of power in academic medicine through a power-mapping exercise.


Professional Development

The AAMC provides leadership development resources to prepare academic medicine professionals to lead themselves, their teams, and their organizations into the future.

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Early Career Women Faculty Leadership Development Seminar

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.

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Mid-Career Women Faculty Leadership Development Seminar

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.

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Minority Faculty Leadership Development Seminar

For assistant professors, build leadership skills, explore pathways for career advancement, and network with peers in a culturally responsive environment. 

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Mid-Career Minority Faculty Leadership Seminar

For associate professors, enhance leadership skills, build your network and prepare for advancement in a culturally responsive environment.

Research

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.

Resources
 

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Crafting a Fundable Grant (PDF)

This presentation provides information on sources of grant funding and identifying tips for grant writing success.

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Grant Writers Coaching Group for NIH Awards

This program on effective grant writing aims to increase diversity in grant recipients. 

Recognition

Use these resources to guide the preparation of nominations to ensure that women are recognized equitably.

Resources
 

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Preparing Successful Award Nominations: More Art than Science (PDF)

This presentation explores the state of awards recognition for women and the steps toward preparing a successful nomination package for women candidates.

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The Art of Successful Nominations

Tips for getting nominated or nominating others.

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AAMC Awards

Faculty and staff at medical schools, teaching hospitals, and academic societies are encouraged to nominate one or more candidates for these awards.

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How to Nominate a Person or Program for the GWIMS Leadership Award

Learn about the requirements to nominate an individual or a program for the GWIMS Leadership Award.