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. 2018 Dec 21;1(8):e186054. doi: 10.1001/jamanetworkopen.2018.6054

Figure 2. Simulations of the Association of Gender-Based Inequities With Compensation and Promotion in Different Career Paths.

Figure 2.

Variations of pre–gender equity initiatives (GEI), post-GEI, and real-time scenarios to simulate the difference in additional accumulated wealth (AAW) by gender that may be experienced had both the male and female faculty members taken the following 30-year career paths: (1) no promotion beyond assistant professor, (2) promotion only to associate professor, or as simulated in the manner described in the text, (3) progressing through the ranks to full professor. The magnitude of differences in AAW is smallest in the post-GEI scenario due to significant narrowing of gender-based salary and promotional gaps. Residual AAW differences are most pronounced when the male and female faculty are not promoted beyond assistant professor due to baseline salary gaps of 2.9% to 3.4% across scenarios.