OBJECTIVE To assess adherence to and individual or systematic deviations from predicted physician compensation by gender or race/ethnicity at a large academic medical center that uses a salary-only structured compensation model incorporating national benchmarks and clear standardized pay steps and increments. PARTICIPANTS AND METHODS All permanent staff physicians employed at Mayo Clinic medical practices in Minnesota, Arizona, and Florida who served in clinical roles as of January 2017. Each physician's pay, demographics, specialty, full-time equivalent status, benchmark pay for the specialty, leadership role(s), and other factors that may influence compensation within the plan were collected and analyzed. For each individual, the natural log of pay was used to determine predicted pay and 95% CI based on the structured compensation plan, compared with their actual salary. RESULTS Among 2845 physicians (861 women, 722 nonwhites), pay equity was affirmed in 96% (n=2730). Of the 80 physicians (2.8%) with higher and 35 (1.2%) with lower than predicted pay, there was no interaction with gender or race/ethnicity. More men (31.4%; 623 of 1984) than women (15.9%; 137 of 861) held or had held a compensable leadership position. More men (34.7%; 688 of 1984) than women (20.5%; 177 of 861) were represented in the most highly compensated specialties. CONCLUSION A structured compensation model was successfully applied to all physicians at a multisite large academic medical system and resulted in pay equity. However, achieving overall gender pay equality will only be fully realized when women achieve parity in the ranks of the most highly compensated specialties and in leadership roles.

中文翻译：

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结构化的薪酬计划可带来公平的医师薪酬：单中心分析。

目的在大型学术医疗中心评估按性别或种族/民族划分的医生预期补偿的遵守情况以及个人或系统上的偏差，该研究中心使用仅包含国家基准的薪酬结构化薪酬模型，并明确标准化的薪酬步骤和加薪幅度。参加者和方法截至2017年1月，在明尼苏达州，亚利桑那州和佛罗里达州的梅奥诊所医疗实践中雇用的所有常任医师，均担任临床工作。收集并分析了领导角色和其他可能影响计划内薪酬的因素。对于每个人，根据结构化薪酬计划，使用自然薪资对数确定预测薪资和95％CI，与他们的实际工资相比。结果在2845名医生（861名女性，722名非白人）中，有96％的人确认了工资公平（n = 2730）。在80名医生中（2.8％），其薪水低于预期，在35名（1.2％）中，其薪水低于预期，与性别或种族/民族没有任何关系。担任或担任过应酬领导职务的男子（31.4％； 1984年的623个）多于妇女（15.9％； 861个中的137个）。在报酬最高的专业中，男性（34.7％； 1984年的688人）多于女性（20.5％； 861个中的177位）。结论结构化薪酬模型已成功应用于多站点大型学术医疗系统中的所有医生，并实现了薪酬公平。但是，只有在妇女获得最高薪酬的专业和领导角色中的同等地位时，才能实现全面的性别薪酬平等。