Symbolic representation of gender equity in anesthesiology, featuring a balanced scale against an operating room backdrop.

The Gender Pay Gap in Anesthesiology: Understanding and Addressing the Disparities

Lena Kashyap in Health & Wellness December 2025 • 4 min read.

"Exploring the reasons behind remuneration differences and advocating for equitable practices in the field of anesthesiology."

The discussion around gender disparity in medicine, particularly concerning remuneration, is both crucial and complex. A recent exchange of letters in the Canadian Journal of Anesthesia highlights this issue within the field of anesthesiology. Doctors Byrick and Craig offered an insightful response to Dr. Mottiar's initial letter, which addressed gender disparity and the under-representation of women in Canadian Anesthesiologists' Society awards. This article expands upon those discussions, diving deeper into the potential factors contributing to the gender pay gap and advocating for comprehensive solutions.

While agreeing with much of what Byrick and Craig articulated, it's essential to further examine certain aspects of this disparity. For instance, the Ryten report indicated that female anesthesiologists aged 30-39 "worked 70% as much as men did." However, it's critical to challenge the notion that simply measuring 'work' equates to understanding the complexities of billing and remuneration. When considering various factors influencing income, the gender gap may be even more pronounced than initially suggested.

Although a gender pay gap among physicians is well-documented across various specialties and countries, the underlying causes remain somewhat obscure. This article aims to shed light on those reasons, particularly within the Canadian context, and propose strategies to foster greater equity in anesthesiology.

Unpacking the Factors Behind the Remuneration Gap

Symbolic representation of gender equity in anesthesiology, featuring a balanced scale against an operating room backdrop.

In the United States, studies have demonstrated that female anesthesiologists often earn less than their male counterparts, even when controlling for factors such as hours worked, age, and specialty. While Canada operates under a fee-for-service model, several elements can still contribute to lower pay for women performing similar work. Let's explore some of these key factors:

One significant factor is the time spent with each patient. Research suggests that female physicians, in general, tend to spend more time with each patient, which, while beneficial for patient care, can reduce the number of billable services within the same timeframe. Furthermore, female anesthesiologists may disproportionately take on non-clinical, unfunded roles such as teaching and mentorship, which are vital for the profession but don't directly translate into income.

Time per Patient: Females often spend more time with each patient, impacting billing rates.
Non-Clinical Roles: Disproportionate engagement in unfunded teaching and administrative tasks.
Subspecialty Choices: Potential discouragement from pursuing highly compensated subspecialties.
Operating Room Assignments: Subtle biases in case assignments can affect income over time.

Moreover, subtle yet pervasive biases in operating room assignments can further exacerbate income disparities. For example, if female anesthesiologists are more frequently assigned to cases that are less complex or less lucrative, their overall earnings will inevitably be affected. It's crucial to acknowledge that these biases, whether conscious or unconscious, can have a tangible impact on career advancement and financial compensation.

Moving Towards Equity

Addressing the gender pay gap in anesthesiology requires a multi-faceted approach. Promoting transparency in compensation structures, providing mentorship and sponsorship opportunities for female anesthesiologists, and fostering a culture that values both clinical and non-clinical contributions are vital steps. By acknowledging the existing disparities and working collaboratively to implement equitable practices, we can create a more inclusive and rewarding environment for all anesthesiologists.

About this Article -

This article was crafted using a human-AI hybrid and collaborative approach. AI assisted our team with initial drafting, research insights, identifying key questions, and image generation. Our human editors guided topic selection, defined the angle, structured the content, ensured factual accuracy and relevance, refined the tone, and conducted thorough editing to deliver helpful, high-quality information.See our About page for more information.

This article is based on research published under:

DOI-LINK: 10.1007/s12630-018-1259-z, Alternate LINK

Title: Potential Gender Remuneration Gaps In Anesthesiology

Subject: Anesthesiology and Pain Medicine

Journal: Canadian Journal of Anesthesia/Journal canadien d'anesthésie

Publisher: Springer Science and Business Media LLC

Authors: Gianni R. Lorello, Alana M. Flexman

Published: 2019-04-01

Everything You Need To Know

What factors contribute to the gender pay gap in anesthesiology?

Several factors contribute to the gender pay gap in anesthesiology, including the time spent with each patient, where female anesthesiologists tend to spend more time, reducing billable services. They also disproportionately take on non-clinical, unfunded roles like teaching and mentorship. Subspecialty choices and subtle biases in operating room assignments, such as being assigned to less complex or less lucrative cases, further exacerbate these income disparities. The Ryten report suggested differences in work volume between genders, although the complexity of billing practices must also be considered.

How do operating room assignments potentially affect income disparities in anesthesiology?

Subtle biases in operating room assignments can affect income over time if female anesthesiologists are more frequently assigned to cases that are less complex or less lucrative. These biases, whether conscious or unconscious, can have a tangible impact on career advancement and financial compensation. Addressing these biases requires acknowledging their existence and actively working to ensure equitable case distribution.

What role do non-clinical activities play in the gender pay gap among anesthesiologists?

Female anesthesiologists may disproportionately engage in non-clinical, unfunded roles such as teaching and mentorship, which are vital for the profession but don't directly translate into income. While these activities contribute to the overall value of the profession, they are often not compensated in the same way as clinical services, potentially widening the remuneration gap. Recognizing and valuing these non-clinical contributions is essential for promoting equity.

What is the significance of transparency in compensation structures within anesthesiology practices?

Promoting transparency in compensation structures is a vital step in addressing the gender pay gap in anesthesiology. When compensation structures are transparent, it becomes easier to identify and rectify any inequities. It also ensures that all anesthesiologists understand how their compensation is determined, fostering trust and fairness within the workplace. Combining transparency with mentorship and sponsorship opportunities for female anesthesiologists further promotes equity.

Besides fair operating room assignments and equal pay, what other changes are needed to really solve the gender pay gap problem?

Addressing the gender pay gap requires a culture shift that values both clinical and non-clinical contributions. Mentorship and sponsorship programs for female anesthesiologists are crucial for career advancement. Acknowledging existing disparities and working collaboratively to implement equitable practices are essential for creating a more inclusive and rewarding environment. It is imperative to challenge the notion that simply measuring 'work' equates to understanding the complexities of billing and remuneration.