Recognizing Equal Pay Day: 5 Highlights from the 2018 HIMSS U.S. Compensation Survey

Recognizing Equal Pay Day: 5 Highlights from the 2018 HIMSS U.S. Compensation Survey

Today is Equal Pay Day, a day of recognition for women across the U.S. who earn significantly lower wages than their male colleagues.

HIMSS prioritizes the recognition of gender parity in the workforce. In recognition of Equal Pay Day this year, here are five key insights from the recently released 2018 HIMSS U.S. Compensation Survey, which gauged the feedback of 885 health IT professionals regarding wage and compensation.

1. Gender pay disparities exist

While male health IT professionals average $123,000 a year, female health IT professionals average $100,000 – which comes out to $0.82 of every $1 their male colleague makes.


2. Gender pay disparities persist

Ever since HIMSS started monitoring the compensation of health IT professionals in 2006, females have consistently reported lower compensation levels than their male peers. While the pay disparity gap appeared to widen between 2006 and 2012, the gap appears to be back to the same level it was in 2006, as displayed in the graph below:

3. Gender pay disparities widen as managerial rank increases

According to the survey:

The gender gap for female executives (78 percent) is wider than gaps experienced by females occupying (non-executive) managerial (90 percent) and non-managerial (95 percent) roles. Over the past 12 years, the female executive’s pay gap appears to be widening.


4. “Double jeopardy” is a very real concern for non-white, female health IT professionals

The chance of experiencing pay disparity is greatest for female and non-white workers. Referred to as “double jeopardy”, non-white female workers in the 2018 survey make an average of $92,000 per year – remarkably less than female white workers, and both white and non-white males.

5. Despite gender pay disparities, females are just as satisfied with their compensation as males

While the evidence for gender pay disparities is overwhelming, the impact of the disparity does not reflect in salary satisfaction, as shown below. The apparent disconnect between these two factors suggests there is a need to better understand the compensation expectations and strategies of female health IT professionals.

Wrapping up the Results

Ultimately, the survey demonstrated the long road ahead for women to earn similar wages to their male peers – with, unfortunately, an even longer road for women of color. The data reflects the continued need for a working solution to the growing wage gap, in order to provide equal opportunities in the workforce for both women and men of all races.

View the 2018 HIMSS U.S. Compensation Survey

Read more survey insights in this blog post.

#WomeninHIT: Participate in this mentor program interest survey, which will support the planning of future programs for the HIMSS Women in Health IT Community.

Recognizing Equal Pay Day: 5 Highlights from the 2018 HIMSS U.S. Compensation Survey