COM Outlook Spring 2019

NOVA SOUTHEASTERN UNIVERSITY | 9 as a woman of color, discrimination is something I have encountered at various times during my medical career,” she said. “I have used my moments of unfair treatment to be a catalyst for my commitment to academic medicine. Through leading by example, my goal is to educate and promote diversity, while helping to pave the way for future female physicians.” Pandya, who has been a practicing physician for a few decades, says her female peers need to initiate difficult conversations that put gender bias issues at the forefront. “I strongly believe open discussion and disclosure about general salary ranges and productiv- ity are important,” she stressed. “Women physicians need to form strong networks, seek female mentors, learn negotiation skills (and not accept the salaries they are first offered!), continue to enhance their skills, and sit on important committees that influence institutional functioning.” Lindley posits that shadow experiences may help male colleagues become more empathetic to the plight of female physicians. “Have them spend one day in my shoes or shadowing me,” Lindley challenged. o “The key to helping address gender bias in medicine is through role modeling, education, and exposure.” —Paula Anderson-Worts, D.O., M.P.H. $250,000 $200,000 $150,000 $100,000 $50,000 $239,000 $203,000 $229,000 $197,000 MEN WOMEN MEN WOMEN AMONG PRIMARY CARE PHYSICIANS, Who Earns More? Source: Medscape Physician Compensation Report 2018 2017