Leveraging nine years of data (2006 to 2015) from the biennial HIMSS Compensation survey reveals that on average, female HIT workers in the United States have consistently been paid less than their male peers. A gap which seems to exist no matter how the data is cut, and one which appears to have widened over the years. That said, the magnitude of pay disparities tend to vary under select conditions suggesting compensation equity is possible.
The HIMSS Compensation survey is a biennial study designed to provide HIMSS members with an insight into the compensation profile of HIT workers. While elements of the survey instrument have been refined and tweaked over the years, the core of the survey profiling the compensation of U.S. HIT workers along a multitude of factors (such as “gender”), has been in place since 2006.
Participants in this web-based survey were recruited from a multiplicity of sources to include direct e-mail invitations to HIMSS members, notifications to members in HIMSS newsletters, as well as open invitations on the HIMSS website. Survey respondents are assumed to be involved or allied in some way to the health IT industry. Based upon HIMSS’s body of research and understanding of the market, the profile of HIMSS’s biennial compensation survey respondents tend to mirror the varied array of health IT workers in the U.S. (a more detailed profile of the respondents by year can be found in section 8 of this report). Responses are self-reported.
Given the persistent finding over the years that compensation varies by gender, HIMSS performed a detailed analysis of the gender disparities in HIT compensation from 2006 to year-end 2015 (the most current data). This report summarizes the general directional findings of that analysis.