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<p class="MsoNormal"><span style="font-size:11.0pt">And hopefully inspiring and motivating to other institutions who may want to follow in Johns Hopkins footsteps!<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:11.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:10.0pt;color:black">Ann-Marie Rosland MD MS</span><span style="color:black"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:10.0pt;color:black">Associate Professor of Internal Medicine, University of Pittsburgh</span><span style="color:black"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:10.0pt;color:black">Research Investigator, VA Pittsburgh Center for Health Equity Research and Promotion<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:11.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal"><span style="font-size:11.0pt"><o:p> </o:p></span></p>
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<p class="MsoNormal"><b><span style="color:black">From: </span></b><span style="color:black">Womeninmedicine <womeninmedicine-bounces@list.pitt.edu> on behalf of "Weisz, Ora Anna" <weisz@pitt.edu><br>
<b>Reply-To: </b>career management for women in academic medicine <womeninmedicine@list.pitt.edu><br>
<b>Date: </b>Monday, February 4, 2019 at 1:06 PM<br>
<b>To: </b>"womeninmedicine@list.pitt.edu" <womeninmedicine@list.pitt.edu><br>
<b>Subject: </b>[Womeninmedicine] FW: reducing women's salary gap and downstream benefits<o:p></o:p></span></p>
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<p class="MsoNormal"><span style="font-size:11.0pt"><o:p> </o:p></span></p>
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<p class="MsoNormal"><span style="font-size:11.0pt;color:#1F497D">For all of you thinking of negotiating for salary….</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:11.0pt;color:#1F497D">Cheers,</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:11.0pt;color:#1F497D">Ora</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:11.0pt;color:#1F497D"> </span><o:p></o:p></p>
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<p class="MsoNormal"><span style="font-size:7.5pt;color:black">_____________________________________________________________________</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Ora A. Weisz, PhD | Professor of Medicine, Cell Biology, and Clinical and Translational Science</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Vice Chair of Faculty Development, Department of Medicine</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Associate Dean for Faculty Development, University of Pittsburgh School of Medicine</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Assistant Vice Chancellor for Faculty Excellence, University of Pittsburgh Health Sciences</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Renal-Electrolyte Division | 978.1 Scaife Hall | 3550 Terrace St. | Pittsburgh PA 15261</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:9.0pt;color:black">Tel: 412-383-8891 | Email:
<a href="mailto:weisz@pitt.edu"><span style="color:blue">weisz@pitt.edu</span></a></span><o:p></o:p></p>
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<p class="MsoNormal"><span style="font-size:11.0pt;color:#1F497D"> </span><o:p></o:p></p>
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<p class="MsoNormal"><b><span style="font-size:11.0pt">From:</span></b><span style="font-size:11.0pt"> Rosland, Ann-Marie <roslandam@pitt.edu>
<br>
<b>Sent:</b> Saturday, February 02, 2019 2:55 PM<br>
<b>To:</b> Weisz, Ora Anna <weisz@pitt.edu>; Liebschutz, Jane <liebschutzjm@upmc.edu><br>
<b>Subject:</b> reducing women's salary gap and downstream benefits</span><o:p></o:p></p>
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<p class="MsoNormal"> <o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:11.0pt">Sharing an article posted to a women in medicine listerve – article was published out of Johns Hopkins. Over time with a deliberate initiative, Johns Hopkins narrowed their salary gap to 1.9%. The article
goes through a simulation exercise demonstrating the long-term financial impact of small gender-based salary differences. Much of the additional $$ women would have at retirement comes from compounding retirement investment (so not out of pockets of the institution).</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:11.0pt"> </span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:11.0pt">Quote from the accompanying editorial (highlight mine):</span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:11.0pt"> </span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:11.0pt">The authors focus on the financial impact of the gender equity initiatives, a multicomponent program initiated in 2005 at the Johns Hopkins University School of Medicine in Baltimore, Maryland. By 2018, the
initiative had successfully narrowed the gender gap, but a small difference in salaries (1.9%) persisted. This disparity was largely driven by persistently lower salaries for women at the rank of assistant professor, while the gender gap in salary was narrower
for associate and full professors. Data on salaries of 1481 faculty (432 women) in 2005 and 1885 faculty (742 women) in 2016 were analyzed using simulations to model the association of gender differences with estimated annual salary and additional accumulated
wealth over the course of a 30-year career for “otherwise identical representative” men and women employed as full-time faculty members.
<span style="background:yellow;mso-highlight:yellow">Their analyses indicated than a typical female faculty member, compared with her equivalent male counterpart, would be worse off by more than half a million dollars in accumulated wealth and would have to
spend her retirement savings at a 40% slower rate.</span> </span><o:p></o:p></p>
<p class="MsoNormal"><span style="font-size:11.0pt"> </span><o:p></o:p></p>
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