PAGE photo

Program to Advance Gender Equity (PAGE)

Department of Medicine

Why do we strive for gender equity?

  • Increased productivity
  • Worker satisfaction
  • Less turnover
  • Equality and flexibility

Vision: To create a culture that embraces gender equity in all aspects of recruitment, retention, compensation, advancement and leadership in the Department of Medicine at the University of Colorado.   

Guiding Principals: We are inspired by innovative and transparent approaches that ensure gender equity, diversity, and inclusion within the Department of Medicine. 

We are committed to develop tools, processes and programs to break down barriers for women faculty to increase their participation in all aspects of our department and in particular the pipeline to leadership roles.


  • Salary Transparency
    • Conduct a yearly review of AAMC benchmarking and incentive plans with faculty
    • Salary transparency will be part of the annual review, and PAGE will collect data on implementation
  • Access and Build a Diverse Leadership Pipeline
    • Reflect demographic distribution on committees and leadership positions
    • Compile and publish patterns of leadership
    • Provide leadership training for mid-career women faculty (faculty who identify as women, transwomen/transfeminine, gender non-conforming, non-binary, and gender queer)
    • Provide a mentoring educational program
    • Provide educational interventions in unconscious Bias 

PAGE Programming - Updates

PAGE Women's Leadership Program_20212021 Mid-Career Faculty Women's Leadership Development Program

We aim to eliminate gender disparities in all aspects of the work we do and we aim to do this now. We will do this by training current and future leaders to be powerful and resilient thought leaders who will be the change agents that help us build the best work environment to create the most innovative and collaborative force that institutions have seen. We also stand for diversity and inclusion.

Program Details:

This 10-month program features five half-day workshops and additional sessions delivered by local and national experts. This is the first program on campus for mid-career women and is complimentary to the School of Medicine's women's leadership training. 

2021 Session Dates, held virtually 8:30am-12:30pm:
Wednesday, March 3
Wednesday, April 28 
Wednesday, September 15 
Wednesday, October 20 
Wednesday, December 15 

Target Audience: Department of Medicine faculty - late assistant to early associate professors in any promotion track. We welcome applications from faculty who identify as women, transwomen/transfeminine, gender non-conforming, non-binary, and gender queer. 

*Note: The application process for Cohort 3 (2022) will be opening soon*

Questions or to inquire about future participation: Contact Maggie Wierman, Marisha Burden, or Gaby Frank

Need more information?



2018-2019 The State of Women in Academic Medicine: Exploring Pathways to Equity

The State of Women in Academic Medicine 2018-2019: Exploring Pathways to Equity updates the edition of the report published in 2014. 

Key findings from this year's report show that: 

    Women and men have continued to apply, enter, and graduate from medical school in similar proportions since 2003.

    • The overall proportion of full-time women faculty has continued to rise since 2009, now at 41%, with similar increases at each faculty rank; yet, women make up a majority of faculty only at the instructor rank.
    • Among full-time women faculty, the proportion of women from an underrepresented in medicine race or ethnicity (URiM) group was 12% in 2009 and 13% in 2018; the greatest proportions of URiM women faculty were at the assistant professor rank.
    • Among cohorts of both new assistant and associate professors starting in 2008-2009, a larger percentage of men than women advanced after seven years. However, the gap between men’s and women’s advancement narrows when 10-year promotion trends are examined.
    • While there has been a steady rise in the number of women department chairs over the past 10 years, women still make up only 18% of all department chairs.
    • For the full list of findings and the full report, visit the AAMC store to download.

    AAMC Article - Now more than ever academic medicine needs to promote talented women

    Report can be downloaded free from the AAMC Store

    Salary Benchmarking and Transparency


    Salary equity is the number one priority topic selected by focus group participants. 64% of faculty rated “make salary public” as both a highly important and highly feasible action that would promote gender equity in DOM.

    • Increases transparency, thereby enabling DOM and faculty to assess progress towards reducing gender salary gaps
    • Reduces faculty time and effort needed to obtain the information
    • Assures compliance with current DOM policy 

    PAGE Leadership

    If you have an area of concern that you would like the committee to address, please contact:

    Margaret WiermanPAGE Chair Margaret E. Wierman MD
    Professor in Medicine,
    Integrative Physiology,
    Director, Pituitary Adrenal and Neuroendocrine Tumor Program
    University of Colorado Anschutz Medical Campus
    Chief of Endocrinology, Denver VAMC

    PAGE Committee Members 2020