ACC principles for overcoming compensation and opportunity inequity

• Cardiologist compensation plans should define those activities and behaviours that will result in an increase or decrease in compensation.
• Cardiologist compensation plans should not utilize salary history in setting cardiologist compensation.
• Cardiologist starting compensation at a given institution or practice should be the same for all individuals at a given rank or position within a given subspecialty of cardiology at that institution or practice.
• Cardiologist compensation plans should be transparent in terms of the approach, methodology, and calculations used to determine individual compensation.
• Cardiologist compensation plans should include the tools and education required to achieve a fundamental understanding of compensation terms and processes in aggregate as well as how these apply in determining individual compensation.
• Cardiologist compensation should recognize that equity in cardiologist compensation ultimately depends on equal access to career opportunities.
• As part of ensuring opportunity equity, cardiology leadership should be responsible for mitigating the effects of unconscious or implicit bias and creating a culture of inclusion.
• Cardiology practice/division leadership should be responsible for equity in compensation and opportunity and should be accountable for creating and implementing fair policies and adhering to compensation best practices.
• Both cardiology leadership and impartial external experts should regularly and frequently review cardiologist compensation models, metrics, and actual total compensation, including bonuses, and access to resources and opportunities, and do so with reference to national benchmarks.

(Source: Journal of the American College of Cardiology, Sept 12, 2019)