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Program to Advance Gender Equity (PAGE)

Department of Medicine





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 ResultsThis 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”)
In spring 2017 the DOM created the Program to Advance Gender Equity (PAGE), chaired by Dr. Maggie Wierman.

Program flyer ​
Program FAQ​, including information on other campus programs. Designed to help you select the program best matched to your individual development needs.

PAGE Mid-Career Leadership Program - Applications now open​
APPLICATION DEADLINE - November 30, 2019​ EXTENDED through Friday, December 6

PAGE efforts recognized with abstract acceptance for poster presentation
AAMC November 2018 - Women in Medicine and Science 

 Congratulations to the committee members of the Program to Advance Gender Equity (PAGE) and Maggie Wierman who leads the PAGE efforts, on the acceptance for presentation of the abstract Changing the Culture of Gender Equity in the DOM and SOM at the University of Colorado Anschutz Campus. The Women in Medicine and Science poster presentation is part of the Association of American Medical Colleges (AAMC) meeting November 2018 in Austin, Texas.


Department efforts to advance gender equity continue to make a positive impact for our faculty and on our Department culture. DOM efforts to address salary transparency and parental leave are now also being recognized at the national level as best practices.


Program to Advance Gender Equity (PAGE) 

The Program to Advance Gender Equity consists of one oversight committee (Committee to Advance Gender Equity) and two task forces (Gender Equity Implementation and Compensation Equity). 
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

Approved Recommendations
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.
  • 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 1: Create a DOM website for Program to Advance Gender Equity that contains the following information: 
  • 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 
Recommendation 2: Divisions will provide the following information to each faculty member annually: 
  • 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 

Allergy and Clinical Immunology
Department of Medicine Plan​
Endocrinology, Metabolism, and Diabetes
Gastroenterology and Hepatology
General Internal Medicine
Geriatric Medicine
Infectious Diseases ​
Medical Oncology
Pulmonary Sciences and Critical Care   
Renal Diseases & Hypertension​

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,
Integrative Physiology,
Director, Pituitary Adrenal and Neuroendocrine Tumor Program
University of Colorado Anschutz Medical Campus
Chief of Endocrinology, Denver VAMC