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- Title
US Post-Graduate Residency Competitiveness, Trainee Diversity, and Future Salary Among 12 Clinical Specialties.
- Authors
Mensah, Michael O.; Ghanney Simons, Efe C.; Mangurian, Christina; Ross, Joseph S.
- Abstract
Data for median, 25 SP th sp %tile and 75 SP th sp %tile salary from AAMC Faculty Salary Reports *From 2015 to 2018 **Overall median for all pipeline specialties Primary care specialties were significantly less competitive than non-primary care specialties (53.8% vs 79.8%; I p i <0.001) and had lower pay (non-academic wage: $86.89 vs. $142.69, I p i <0.001; academic salary: $231,000 vs. $353,667, I p i <0.001). We correlated all combinations of specialty competitiveness, URiM representation, women representation, academic salary, and non-academic wage using Stata 15. Specialty competitiveness in the post-graduate Residency Match - traditionally defined as an increasing percentage of residency seats filled by US MD graduates - correlates strongly with future salary.[1] The Accreditation Council for Graduate Medical Education (ACGME) incentivizes diversity within training programs by requiring recruitment and retention of a diverse workforce.[2] Thus, associations between trainee diversity and specialty pay may reflect how high salaried specialties meet this requirement.
- Subjects
RESIDENTS (Medicine); DIVERSITY in the workplace; WAGES; PHYSICIAN salaries; ORTHOPEDIC surgery
- Publication
JGIM: Journal of General Internal Medicine, 2023, Vol 38, Issue 6, p1567
- ISSN
0884-8734
- Publication type
Article
- DOI
10.1007/s11606-022-07868-9