In the fall of 2016, the Department of Medicine launched the Strategic Initiative on Gender Equity. Dr. Maggie Wierman and the CU Evaluation Center identified best practices and engaged 160 faculty throughout our department and across our affiliated institutions to develop a series of recommendations on gender equity. These are summarized in the March 2017 report Supporting Gender Equity: Faculty Focus Group Results. This report prioritizes solutions based on high importance and high feasibility.
Top ranking areas for action include:
- Develop hiring policies that promote equity
- Improve mentorship
- Improve professional development
- Dedicate institutional resources to promote equity
- Develop and implement programs to address unconscious bias
- Create more flexible work options
- Increase salary transparency (specifically: “make salaries public”)
Importantly, some of the suggestions are already ongoing or about ready to launch within the Department, as addressed in the 2017 State of the Department talk. In spring 2017 the DOM created the Program to Advance Gender Equity (PAGE), chaired by Dr. Maggie Wierman.
Program to Advance Gender Equity (PAGE)
Committee to Advance Gender Equity (CAGE) is charged to develop a comprehensive strategy to achieve gender equity, prioritize program implementation, and advance a climate that fosters gender equity. In addition, the Committee to Advance Gender Equity will provide yearly updates on their progress to our faculty.
Two task forces report to CAGE:
- Gender Equity Implementation Task Force (GEITF) whose mission is to identify and implement the short-term solutions outlined in the strategic initiative to improve gender equity.
- Compensation Equity Task Force (CE-TF) is charged with making recommendations to improve compensation equity within the DOM. Compensation is broadly defined and includes salary, retention packages, administrative support, departmental financial support, and other areas as identified by the CE-TF.
Progress Report - Salary Benchmarking and Transparency
Two initial recommendations regarding salary transparency have been approved.
Rationale: Salary equity is the Number 1 priority topic selected by focus group participants.
64% of faculty rated “make salary public” as both a highly important and highly feasible action that would promote gender equity in DOM.
Recommendation 1: Create a DOM website for Program to Advance Gender Equity that contains the following information:
- Increases transparency, thereby enabling DOM and faculty to assess progress towards reducing gender salary gaps
- Reduces faculty time and effort needed to obtain the information
- Assures compliance with current DOM policy
Recommendation 2: Divisions will provide the following information to each faculty member annually:
- Current method of salary benchmarking for each of the affiliates, with an explanation of how benchmarks are determined and applied
- A link to AAMC faculty specialty-based benchmark information
- A link to division incentive plans
- Current salary (broken down by base, stipend and incentive)
- Salary relative to AAMC benchmarking or affiliate benchmarking
- Salaries of comparator division faculty members sorted by rank; years in rank; MD/PhD/other status and gender
- To facilitate implementation of this recommendation, a check box to acknowledge this discussion will be added to the annual evaluation form
Anschutz Salary Setting
Applicable to professors, associate and assistant professors
AAMC Salary Benchmarks
Affiliate Salary Setting
DOM Division Incentive Plans
If you have an area of concern that you would like the committee to address, please contact Dr. Wierman
||Margaret E. Wierman MD
Professor in Medicine,
Director, Pituitary Adrenal and Neuroendocrine Tumor Program
University of Colorado Anschutz Medical Campus
Chief of Endocrinology, Denver VAMC