ArticleJAMA network open2025
Salary Differences by Gender, Race, and Ethnicity Among Assistant Professors at US Medical Schools.
Article in JAMA network open, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 3 papers.
What it found
Each row is one number read from the abstract, on the scale the paper reported it, with its interval. Left of the dashed line favours the treatment, right favours the comparator. Under each row is the sentence it came from. New to these charts? A ten-minute tutorial.
The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.
Who cites it
3 citing papers in PubMed.
- Attrition of the Midwifery Workforce: Understanding Factors Associated With Leaving the Profession.Health services research · 2026Article
- Financial Compensation of Academic Emergency Medicine Physicians in the United States.Academic emergency medicine : official journal of the Society for Academic Emergency Medicine · 2026Article
- Factors associated with academic-medicine faculty attrition before promotion to senior rank: A national-cohort study.PloS one · 2026Article
Corrections and comments
PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.
Authors and funding
6 authors.
Funding
Abstract
Importance: Salary inequities by gender are well documented in medicine, but there is limited understanding of racial and ethnic disparities or how these intersect with gender across clinical specialties. Objective: To determine whether salaries for assistant professors at US medical schools differ by gender, race and ethnicity, and gender-race-ethnicity intersections across clinical specialties. Design, Setting, and Participants: This cross-sectional study of medical school assistant professor faculty salary data assessed 19 clinical specialties by gender, race and ethnicity, and gender-race-ethnicity intersections. Aggregated data were obtained from the Association of American Medical Colleges Faculty Salary Report for 2022 to 2023 for assistant professors at 153 US medical schools. Exposures: Gender, race and ethnicity, and gender-race-ethnicity. Main Outcomes and Measures: Median annual salary and salary ratios were calculated for assistant professors across gender, race and ethnicity, and at their intersections for the 2022-2023 academic year. Salary ratios compared women with men, Asian and underrepresented in medicine (URIM) faculty to White faculty, and various gender-race-ethnicity subgroups to White men. Results: In this cross-sectional study of 45 906 assistant professor faculty members from 19 clinical specialties in 2022 and 2023, there were 23 538 (51%) men and 22 368 (49%) women, with a racial and ethnic composition of 10 294 (27%) Asian, 4543 (12%) URIM, and 23 781 (62%) White. Across all specialties, women (median annual salary, $266 450; salary ratio, $0.81:$1.00) earned less than men (annual median salary, $330 000). Asian (median annual salary, $291 360; salary ratio, $0.97:$1.00) and URIM (median annual salary, $278 010; salary ratio, $0.93:$1.00) physicians were paid less than White physicians (median annual salary, $300 000). Intersectional analyses showed that URIM women were paid the least (median annual salary, $259 570; salary ratio, $0.78:$1.00) compared with White men (median annual salary, $333 800). Conclusions and Relevance: This cross-sectional study of assistant professor faculty across 19 clinical specialties found salary disparities, with Asian and URIM, both men and women, receiving lower pay than White men. These findings suggest the need to address salary inequities in academia using an intersectional approach that considers both gender and race and ethnicity.
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Registered trials
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