Numerous studies demonstrate the gender pay gap. Across different countries and specialties, female doctors earn significantly less than men. This is despite being within the same demographic and work profiles. There are social and economic suggestions on how to close the gender pay gap in medicine

How to Close the Gender Pay Gap In Medicine

Male primary care physicians make about 25% more when compared to their female counterparts. There’s no blame game here. There’s no advantage to finger-pointing. What can be done to close the pay gap? Here are some solutions on how to close the gender pay gap in medicine:

Know Your Worth

The first thing is that female colleagues need to know is their worth. Irrespective of where you are in your career path, know what you’re worth. How many hours are you putting in and what are you worth? When I first started working, I was new and unsure of my worth. Things like brand and value were new to me. They were marketing concepts according to me.

Today, I realize when people want work, I know my strengths and how much to charge based on that. I do still find myself feeling a bit guilty when I push up rates especially when I send that email back but in the end it’s what I’m worth. Anything lower would be a loss. In medicine, know what you should be paid taking into account inflation, debt, retirements plans, and based on how much you bring to the table.

Ask For More

If there’s anything I’ve picked up from Secrets of Six-Figure Women by Barbara Stanny it’s that you should never be ashamed or afraid of asking for more. There are several examples of women who just ask outright for a signing on bonus, for add ons, for shares and stocks in their portfolio, and diversification of funds for investments.

I remember at a certain point, with experience from previous jobs, I just asked for rates that I thought would justify my time. I do this with clients too. I’m not afraid to turn down work when the money isn’t right for the amount of effort going into the work. So shoot for the moon.

Do Your Homework

To do all the above things, you need to prepare. You need to find out what the ballpark is for your colleagues in the area. Then you need to find out where the organization is in terms of its finances.

Do they provide stock options? Can they match investment opportunities? Are they transparent with pay and promotion processes? Do they carry out pay audits? What are the rates in that area or specialty? How much are current doctors being paid? What are the added benefits apart from the money? These are things you have to investigate before the first interview.

Work With The Right People

Working in a toxic environment can break you. It can drive you mad. I’ve been in work environments where you could not even rely on your nurse. The management thrived on a back-stabbing culture. It was crazy. Fast forward,  I started working at a new organization where HR was very transparent with me. Eight months after I started working there they hired a new male physician in a similar profile like mine. They promised him x.

The HR subsequently spoke to me and said we’re giving you a raise because you’ve been with us longer and you should get more than him. The pay needs to be fair. I didn’t ask for it but it was given to me without a word by God’s grace. More organizations are now more conscious of the gender pay gap. Look to work with an organization that is aware of this and is actively looking to close the gap.

Don’t Discuss Previous Salaries

When interviewers ask this you don’t need to be direct. Provide a range followed by how you now have more skills and upcycled yourself that should lead to what you’re asking for right now.

Don’t encourage interviewers to ask what you currently make. What you made before or make now should not be the basis for what you will contribute to the organization in the future.

Don’t Give Away Your Time

Your time is valuable. I’ve noticed that female PCPs always tend to do these last-minute favors. Call the pharmacy themselves for their patient and schedule a mammogram themselves or sign an employment form. Male PCPs would simply ask a patient to come to the office and schedule a visit. This visit would be coded and billed. Over time all these things or “favors” add up.

Every form, every piece of paper, every phone call, is just more time wasted. Management thinks you’re frittering away your time because they have no idea what work is being done. There’s no cost value to that additional time. It is okay to do the one-off favor but your time is precious just like everyone else’s. Don’t do anything that you’re not paid for.

Add All the Codes

Unless the coding department sends those pesky reminders, female doctors tend to code less on the EMR. I’m not sure if it’s fear or we’re saving money. I’m not sure who’s money but if you’ve seen male physicians do the codes. They hit paydirt. Nothing is spared.

And while I’m not saying you should go code everything willy nilly. Add what’s done honestly based on the extent of your decision-making. Spend some time with the coding department (Highly recommend this) to learn how and why to do it faster. Once I spent time with the coder, she taught us how to do it because the office was underbilling, I got really good at it.

Women, Be Kind to Each Other

There’s no point in anti-oppression training and gender representation in HR if women are not kind to each other. I have seen various women physicians who will ask people to work for them even as late as last year on Twitter and elsewhere, where they will hire women and want you to do the work for free disguised as a networking opportunity.

Women in HR can very much be a hindrance to other women when it comes to pay. I’m not sure if this is envy or selfishness but unfortunately, women continue to hold other women back. Sisters, if you can’t be helping each other, you cannot say the men aren’t giving you a hand up.

You’ll Get What You Agree To

In Mathew 20 of the Bible, Jesus tells us a parable about fair wages and equal pay. He says, “Friend, I am not treating you unfairly. Didn’t you agree with me to work for the standard wage?” You can’t complain after the fact about what you have agreed upon. Know the law and how to use it but understand you will get what you agree to work for. It’s as simple as that.

Have Any Ideas on How to Close the Gender Pay Gap In Medicine?

How do you think we can close the wage gap in medicine? Share with me some of your ideas and I’ll add them to the post.