Dr. Yahir Santiago-Lastra

work there aren't just gender based differences there's differences across specialties there are some specialties that are historically under compensated and some that are over there are procedures that are egregiously overcompensated but for me to say that and try to elevate other procedures that's not going to happen what's going to happen is that they're all going to be brought down and that makes people really reluctant to campaign for change because people don't want to lower

work there aren't just gender based differences there's differences across specialties there are some specialties that are historically under compensated and some that are over there are procedures that are egregiously overcompensated but for me to say that and try to elevate other procedures that's not going to happen what's going to happen is that they're all going to be brought down and that makes people really reluctant to campaign for change because people don't want to lower

work there aren't just gender based differences there's differences across specialties there are some specialties that are historically under compensated and some that are over there are procedures that are egregiously overcompensated but for me to say that and try to elevate other procedures that's not going to happen what's going to happen is that they're all going to be brought down and that makes people really reluctant to campaign for change because people don't want to lower

the relative value units of the work that they perform. So it gets into a tricky situation as far as advocating for change. And I hate presenting data without saying, okay, so what's the solution being a solutions driven person, but I see why it stops there and the advocacy doesn't continue because of that risk that compensation overall will be brought down.

the relative value units of the work that they perform. So it gets into a tricky situation as far as advocating for change. And I hate presenting data without saying, okay, so what's the solution being a solutions driven person, but I see why it stops there and the advocacy doesn't continue because of that risk that compensation overall will be brought down.

the relative value units of the work that they perform. So it gets into a tricky situation as far as advocating for change. And I hate presenting data without saying, okay, so what's the solution being a solutions driven person, but I see why it stops there and the advocacy doesn't continue because of that risk that compensation overall will be brought down.

Oh, absolutely. And it starts really early too when people, not just when they're at work advocating or where work is being distributed and a lot of the unproductive or not promotion ready tasks are doled out. A lot of times those end up being doled out to people women, and particularly women of color.

Oh, absolutely. And it starts really early too when people, not just when they're at work advocating or where work is being distributed and a lot of the unproductive or not promotion ready tasks are doled out. A lot of times those end up being doled out to people women, and particularly women of color.

Oh, absolutely. And it starts really early too when people, not just when they're at work advocating or where work is being distributed and a lot of the unproductive or not promotion ready tasks are doled out. A lot of times those end up being doled out to people women, and particularly women of color.

There's also the text on top of that of the burden of mentoring all of the students of color, residents of color, all the DEI activities, etc., So all of those things can tend to happen, but there's even some things that are a little earlier in the process, even when people are out looking for jobs, where there are some myths there too.

There's also the text on top of that of the burden of mentoring all of the students of color, residents of color, all the DEI activities, etc., So all of those things can tend to happen, but there's even some things that are a little earlier in the process, even when people are out looking for jobs, where there are some myths there too.

There's also the text on top of that of the burden of mentoring all of the students of color, residents of color, all the DEI activities, etc., So all of those things can tend to happen, but there's even some things that are a little earlier in the process, even when people are out looking for jobs, where there are some myths there too.

For example, a common myth is that women aren't compensated as much because they don't negotiate their salaries. When there's recent, very compelling research that shows that women do actually ask and negotiate a lot for their salaries, but sometimes are denied in ways that men perhaps are not denied. So the idea that women are fearful or that women are not leaning in enough.

For example, a common myth is that women aren't compensated as much because they don't negotiate their salaries. When there's recent, very compelling research that shows that women do actually ask and negotiate a lot for their salaries, but sometimes are denied in ways that men perhaps are not denied. So the idea that women are fearful or that women are not leaning in enough.

For example, a common myth is that women aren't compensated as much because they don't negotiate their salaries. When there's recent, very compelling research that shows that women do actually ask and negotiate a lot for their salaries, but sometimes are denied in ways that men perhaps are not denied. So the idea that women are fearful or that women are not leaning in enough.

I hate that term, by the way, but they're not leaning in enough. to advocate for themselves isn't true. And anecdotally, I've seen that. I've had friends say, hey, I negotiated. And they were like, yeah, this is what you get. And salary is not negotiable. I think that these realities and what is said are very different things. And they continue to impact women across the board. I think

I hate that term, by the way, but they're not leaning in enough. to advocate for themselves isn't true. And anecdotally, I've seen that. I've had friends say, hey, I negotiated. And they were like, yeah, this is what you get. And salary is not negotiable. I think that these realities and what is said are very different things. And they continue to impact women across the board. I think

I hate that term, by the way, but they're not leaning in enough. to advocate for themselves isn't true. And anecdotally, I've seen that. I've had friends say, hey, I negotiated. And they were like, yeah, this is what you get. And salary is not negotiable. I think that these realities and what is said are very different things. And they continue to impact women across the board. I think

I've been particularly fortunate because I have not experienced that in my own career, but I have had the fortune of having really great mentors who have sort of paved the way for me. But at the same time, I hear, I have friends, I listen. And I can see that across the board, it's still pretty tricky for women to navigate

I've been particularly fortunate because I have not experienced that in my own career, but I have had the fortune of having really great mentors who have sort of paved the way for me. But at the same time, I hear, I have friends, I listen. And I can see that across the board, it's still pretty tricky for women to navigate