Gender Pay Gap Among Physicians

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If you have not been blasted with reports about the gender pay gap in Hollywood, you may be living under a rock. Recent news articles and headlines have scoured the issue, and just about everyone is weighing in on the disparity between men and women’s incomes. Liam Neeson, for example, thinks the pay gap is “f---ing disgraceful.” While opinions and frustration levels vary, it is pretty much safe to say - nearly everyone is troubled by the pay gap.

Despite all the recent reports, it is important to note that the gender pay gap is not limited to those that grace the silver screen. Rather, the pay gap affects people across all professions and industries in the US. People, however, may be surprised to learn that the gender pay gap is alive and well among one of our country’s oldest and most revered professions: medicine. That’s right – although the year is 2018, reports indicate that female physicians – across all specialties - earn an average of 74 cents for every dollar that male physicians make. This figure translates to an approximate $90,000 per year. Even when the data is broken down based on medical specialty, there is no area where women earn as much as men. Of course, it is not news to anyone that the medical field is one that has historically been dominated by men. While male doctors still greatly outnumber females – approximately 66% of physicians in the US are men – women are entering the medical field at unprecedented rates. The number of women enrolled in medical school recently reached a 10-year high, and in 2015, female medical school graduates outnumbered males in several states.

One of the largest factors affecting compensation among men versus women is geography. The statistics prove that where you live does matter. In several cities, the pay gap is 30% or more (including Charlotte and Durham, North Carolina; Orlando, Florida; and Pittsburgh). Five other cities have pay gaps of at least 29%. It appears that the pay gap was the least significant (relatively speaking) in Sacramento, where female physicians earn 19% less than their male counterparts.

Perhaps the most disturbing aspect of this issue is an examination of when, if ever, the gap will close. Although the gender pay gap has certainly been inching closer and closer together (no one can deny the progress made in women’s education and workforce participation since the 19070s), the rate of change simply is not happening fast enough. Experts estimate that if the rate of change experienced between 1960 and 2016 continues, then women are expected to achieve pay equality in 2059. However, experts also advise that progress has slowed in recent years (since 2001, specifically), such that if the more recent and slower rate of change continues, women will not achieve pay equality until 2119. So, even if we take the more optimistic stance, women will continue to earn less money than their male counterparts for another staggering 41 years.

Having presumably achieved the same level of education and training upon entering the work force, why do female and male physicians get paid so differently? Unfortunately, there truly is not a good answer, but it appears that at least part of the problem is self-doubt and reluctance on behalf of women. Reports indicate that, in general, women feel less comfortable than men when it comes to negotiating their compensation, and therefore simply accept what is offered to them. Therefore, although the problems working professionals in our country face require a systemic response, it is clear that we also need women to stand up for their value and for female voices to be heard.

The physician-agents of Lauth O’Neill work solely on behalf of health care providers, and are experienced in the analysis and negotiation of physician employment contracts. If you have questions about your contract or compensation plan, contact the physician-agents of Lauth O’Neill.

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Physician Burnout – More Prevalent Than Ever

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Professional dissatisfaction among physicians is at an all-time high, with satisfaction rates steadily and steeply declining in recent years. Interestingly, dissatisfaction levels among other working adults and professionals in the US have seen only minimal changes.

A 2015 comprehensive study of physician satisfaction and perceived quality of life revealed that only 41% of physicians are satisfied with their work-life balance. Comparatively, 48% had reported satisfaction only three years earlier.

Dr. Christine Sinsky, a representative of the American Medical Association (AMA), co-authored the study and indicated that the causes of physician unhappiness are well known. Sinksy noted that physicians today face an unprecedented number of administrative tasks and documentation because of the demands imposed by electronic health records. Further, physicians feel pressure to relinquish elements of control over their practices to third-party payors and government regulators. She said, “It’s a cumulative effect of well-intended efforts adding up to a burden of work that no one anticipated…Physicians feel they’re spending their days doing the wrong work, and that leads to burnout.”

Beyond the demands related to EHRs, many physicians spend an exorbitant amount of time each week on various other uncompensated tasks. A survey found that internists spend between 12 and 17 hours per week on uncompensated tasks, and that physicians in general spend 21% of their time on non-clinical paperwork. Unsurprisingly, this time inevitably overflows into physicians’ private lives as they use personal time to tackle piling tasks that are necessary to maintain an efficient workday.

According to Dr. Joseph Valenti, a board member of the Physicians Foundation (a non-profit physician advocacy group), a variety of factors have made physicians less efficient and less profitable than ever. In addition to the amount of physician time dedicated to uncompensated tasks, there are rising costs associated with the need for additional medical assistants, nurses and administrative employees necessary to complete all the required work. Valenti says that this lack of efficiency equates to at least $50,000 of lost revenue per physician annually. Just four years ago, this figure was estimated at $25,000.

As physicians spend less and less time with their patients and more time than ever on the computer, the heightened level of physician burnout is not terribly surprising. After all, physicians go to medical school and rigorous years of training for a reason – to serve and heal patients, not to spend entire days checking boxes and filling out forms on a computer. While there is little anyone can do to combat the myriad factors creating this burnout-inducing atmosphere, there are some things that physicians can do to battle the burnout. Experts say that the most effective thing physicians can do is to create a game plan that focuses on the art of delegation. For many docs, this means hiring staff who are singularly devoted to particular administrative duties, such as obtaining prior authorizations. While there are certainly associated costs, not limited to these individuals’ salaries, experts say that the benefits achieved likely outweigh the costs. With the administrative work in the hands of appropriate staff members, physicians can refocus their time and attention in a way to create more satisfying and fulfilling workdays.

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@MGMA Publishes 2015 Provider Compensation Data

Every year the Medical Group Management Association ("MGMA") collects survey input from thousands of health care providers across the country resulting in their annual provider compensation data. This information is crucial for physicians looking for their first job, a new job, or in simply renegotiating their current contract. Access to the MGMA survey data allows physicians and other providers to feel comfortable in their worth when reviewing and negotiating an employment contract because this comprehensive data shows physicians where they can expect to land in terms of median total compensation amounts, and other important benchmarks. When we review a client's employment agreement, our full analysis of the relevant MGMA data is an integral part of our process.  Because this data is broken down by geographic region, employer type, and of course physician specialty, we can quickly reference the production and compensation amounts our clients can expect to reach, giving our clients an edge in the negotiation process that comes from having this important information at their finger tips.

For more information on the 2015 MGMA Physician Compensation Data, and how this important tool can help you as your enter your physician contract review and negotiation process, call Leigh Ann O'Neill at 317-989-4833, or email at loneill@lauthoneill.com.