top of page

Benchmarks: Gender Statistics

Penn Medicine Faculty Benchmark Data: Current Report: 2022-23

(Access most current data by clicking on the link above.)

FOCUS compiles a comprehensive report-- Benchmark Data: Gender Statistics of Faculty; Perelman School of Medicine -- detailing the gender distribution of Penn medical faculty: by rank, track, and department; among hires, promotions and terminations; and detailing women's representation in senior leadership and on key committees. Data are drawn from the annual gender and minority report supplied by the Office of Faculty Affairs in the School of Medicine. The Benchmark Data Report also includes comparison of Perelman School of Medicine gender distributions with national gender statistics compiled by the Association of American Medical Colleges (AAMC) in its Faculty Roster: U.S. Medical School Faculty, 2022 Report. The FOCUS report is presented periodically to Department Chairs and senior leadership. Between 1999 through 2008, this was an annual report. Since 2008, this report has been prepared biennially, every other year.

Twenty years ago, women accounted for 34% of new entrants to medical schools, and they now represent essentially 50% of new entrants (1). Yet, national data indicate that women in academic medicine are less likely to attain promotion and tenure than their male colleagues; are under-represented in leadership positions; and, are significantly over-represented in junior faculty ranks (2). (see Graph-1Graph-2)







"Pipeline" and cohort studies have shown that the slow advancement of women in medical academia is not due to lack of women in the pipeline over the past 25 years. Rather, other factors function as barriers for women faculty. These issues must be identified and addressed if academic medicine is to benefit from the large pool of talented women that now make up half of all medical students.

The most recent FOCUS data indicate that Penn is making progress in the promotion and hiring of women faculty. There is however much work to be done so that all faculty can reach their full potential. (see Graph-3Graph-4)




For additional information, e-mail Sue Primavera, FOCUS on Health & Leadership for Women

bottom of page