Dr. Suzette Sutherland

Uncompensated work is their contribution to things in the department, right? Like plan the holiday party, whereas somebody else might be asked to write a paper and that helps them for their promotion. Me planning a holiday party doesn't help for my promotion. So those kinds of things really increase that gender gap as well.

Uncompensated work is their contribution to things in the department, right? Like plan the holiday party, whereas somebody else might be asked to write a paper and that helps them for their promotion. Me planning a holiday party doesn't help for my promotion. So those kinds of things really increase that gender gap as well.

Yeah. So that's encouraging that things are changing. And I think I wanted to touch on a big piece of this, especially with respect to the compensation issue is really transparency. Right. So if we give any advice, I think, to anybody about getting out there and negotiating for yourself is just ensuring that there's transparency.

Yeah. So that's encouraging that things are changing. And I think I wanted to touch on a big piece of this, especially with respect to the compensation issue is really transparency. Right. So if we give any advice, I think, to anybody about getting out there and negotiating for yourself is just ensuring that there's transparency.

Yeah. So that's encouraging that things are changing. And I think I wanted to touch on a big piece of this, especially with respect to the compensation issue is really transparency. Right. So if we give any advice, I think, to anybody about getting out there and negotiating for yourself is just ensuring that there's transparency.

You're dealing with an organization or you're dealing with someone who's going to be your boss who's really honestly being transparent because being told we don't do it like that here, everyone has the same compensation model, but then you find out there are lots of little cherries placed on the top that you're not privy to or you don't have that opportunity.

You're dealing with an organization or you're dealing with someone who's going to be your boss who's really honestly being transparent because being told we don't do it like that here, everyone has the same compensation model, but then you find out there are lots of little cherries placed on the top that you're not privy to or you don't have that opportunity.

You're dealing with an organization or you're dealing with someone who's going to be your boss who's really honestly being transparent because being told we don't do it like that here, everyone has the same compensation model, but then you find out there are lots of little cherries placed on the top that you're not privy to or you don't have that opportunity.

And so that's how the compensation increases, right? Or someone has more resources so they can be more productive. So they are getting bonuses and they look at... the woman and say, well, you're not working hard enough. You're not getting the bonus. Why don't you work harder? Well, I don't have the same resources. I don't have the same number of staff.

And so that's how the compensation increases, right? Or someone has more resources so they can be more productive. So they are getting bonuses and they look at... the woman and say, well, you're not working hard enough. You're not getting the bonus. Why don't you work harder? Well, I don't have the same resources. I don't have the same number of staff.

And so that's how the compensation increases, right? Or someone has more resources so they can be more productive. So they are getting bonuses and they look at... the woman and say, well, you're not working hard enough. You're not getting the bonus. Why don't you work harder? Well, I don't have the same resources. I don't have the same number of staff.

I don't have all the residents working with me. I don't have two rooms going at a time. All of those kinds of things. That's the lack of transparency, I think. And so it's super, super important to find yourself whole in a place where everything's really transparent. It should just be on the table.

I don't have all the residents working with me. I don't have two rooms going at a time. All of those kinds of things. That's the lack of transparency, I think. And so it's super, super important to find yourself whole in a place where everything's really transparent. It should just be on the table.

I don't have all the residents working with me. I don't have two rooms going at a time. All of those kinds of things. That's the lack of transparency, I think. And so it's super, super important to find yourself whole in a place where everything's really transparent. It should just be on the table.

So I'm going to switch gears here a little bit because we have three more myths to talk about. But this one is really, I think, the compensation one and all of the pieces that come into that are just such a big one. So one, the other myth is the competency issue, right? Right. So we call it the meritocracy myth, right?

So I'm going to switch gears here a little bit because we have three more myths to talk about. But this one is really, I think, the compensation one and all of the pieces that come into that are just such a big one. So one, the other myth is the competency issue, right? Right. So we call it the meritocracy myth, right?

So I'm going to switch gears here a little bit because we have three more myths to talk about. But this one is really, I think, the compensation one and all of the pieces that come into that are just such a big one. So one, the other myth is the competency issue, right? Right. So we call it the meritocracy myth, right?

So women and their merit, their sense of competency, and are they leadership worthy, right? Go ahead. Let's talk about that.

So women and their merit, their sense of competency, and are they leadership worthy, right? Go ahead. Let's talk about that.

So women and their merit, their sense of competency, and are they leadership worthy, right? Go ahead. Let's talk about that.