Abstract
Salary equity initiatives require intentionality, vision, longitudinal planning, and fortitude. Organizations should employ change management models and techniques to create governance structures, anticipate and address responses to equity initiatives, communicate compensation philosophies and policies, and conduct data-driven assessments of current and future states. Rigorous salary studies are essential to identify baseline inequities and should be ongoing to ensure sustainability and forward movement in closing the pay gap. Making sure the data gathered are reliable and reproducible builds trust in the effort as does consistent communication about goals and progress. Assessing organizational culture and practices for implicit gender bias that fuels salary disparities is critical as is institutional financial commitment. Avoiding the temptation to fix everything and not allowing the enormity of the situation to distract from what can be done drive success. Overcoming processes that have been in place for decades will take time.
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Ellefson, K., Eide, K. (2021). Utilizing Change Management Principles to Establish Organizational Infrastructure and Operations That Drive Salary Equity. In: Gottlieb, MD, FACP, A.S. (eds) Closing the Gender Pay Gap in Medicine. Springer, Cham. https://doi.org/10.1007/978-3-030-51031-2_5
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