Therapist Insights / Physician Wellbeing
56% of female physicians reported burnout in 2021 and the gap has outlived the number.
The figure in the headline is real, and it has a birthday. Medscape put it on the record in January 2022 from a survey fielded the previous summer, and it has been quoted ever since with the date quietly stripped off. The gap it describes has outlived the number, and the reasons for it are far more specific than most coverage admits.
THE QUICK TAKEAWAY
Medscape is the collector behind the 56%. Its Physician Burnout and Depression Report 2022 surveyed 13,069 US physicians across 29 specialties between June 29 and September 26, 2021, and 56% of the women who answered said they were burned out, against 41% of the men. Later surveys using different instruments and different years put the level lower and the gap in the same direction. Female physicians carry more domestic hours, longer visits, heavier record and inbox load, and slower advancement, which is why CEREVITY approaches this as a structural pattern rather than a resilience deficit.
§01 / 09 / Definition
Where the 56% actually comes from.
Medscape is the collector behind the 56% figure for female physicians. Its Physician Burnout and Depression Report 2022 drew responses from 13,069 US physicians across 29 specialties between June 29 and September 26, 2021, and 56% of women said they were burned out against 41% of men.
Tracing a statistic backward is unglamorous work, and in this case it pays. The 56% in the headline is not a rounding of something else, not a relative risk dressed up as a proportion, and not a figure without a home. Medscape published it in the Physician Burnout and Depression Report 2022, released that January and built on responses from 13,069 US physicians across 29 specialties, collected between June 29 and September 26, 2021. Fifty-six percent of the women who answered said they were burned out. Forty-one percent of the men said the same. Burnout across the whole sample sat at 47%, up from 42% the year before, and the year-over-year movement was almost entirely a pandemic effect: women moved from 51% to 56%, men from 36% to 41%. That is the entire provenance. One collector, one question, one fielding window that closed almost five years before this article was last reviewed. Anyone quoting the number without those four facts attached is quoting a headline, not a measurement.
Five pressures the survey number does not itemize
The hours that start when the shift ends
A 2022 PLOS ONE survey of 382 graduates of a top-research medical school found women physicians spending 23.5 hours a week on parenting against 10.4 for men, and 8.9 hours on household work against 6.0. The spouses of the men in that sample contributed 35.0 hours a week to domestic activities. The spouses of the women contributed 14.5.
The visit runs longer and the inbox does not empty
A 2024 study in the Journal of General Internal Medicine tracked 108 ambulatory general internists across 3,227 physician-months and found women spending 4.0 more minutes per visit, 8.72 more minutes in the electronic record per hour worked, and 16.54 minutes per hour on documentation against 11.82 for men. Same clinic, same schedule template, different day.
The same behavior lands differently on the patient
A 2022 British Journal of General Practice analysis of 61 primary care physicians and 244 patient questionnaires in French-speaking Switzerland found that explicit verbal empathy predicted higher patient satisfaction when a man delivered it and lower satisfaction when a woman delivered the same behavior. Small sample, single region, and worth treating as a signal rather than a settled effect.
Credit accrues on a metric that was not designed for this
In the same internal medicine dataset, women completed 22.1% fewer visits a month and produced 18% fewer work relative value units an hour unadjusted, 3.61 against 4.42. After adjustment for the mix of what they were actually doing, that difference disappeared entirely. Where compensation tracks raw output, the unadjusted number is the one that gets paid on.
The childbearing window sits directly on top of training
Among physicians with children in the PLOS ONE sample, 43.8% of women against 15.9% of men said children had prevented career advancement, and 31.3% of women against 3.5% of men had scaled back their careers after a first child. Fifty-two percent of women said their own career took priority in the household, against 86.0% of men.
▶ Research
Setting 56% beside 45.2% and calling the difference progress is the most common error in this literature, and it is worth naming plainly. Medscape's 56% is a 2021 self-report from physicians who chose to answer a Medscape survey. The 45.2% is a Maslach Burnout Inventory result from 7,643 physicians fielded between October 2023 and February 2024. Different question, different scoring, different two years, different denominators. The AMA's own organizational survey, drawing nearly 18,000 physician responses from more than 100 health systems, recorded 54.5% of women reporting at least one burnout symptom in 2023 and 47.2% in 2024, against 42% and 38.9% of men. Levels move with the instrument and the year. Direction does not: every collector named on this page puts female physicians above male physicians.1
How to read three numbers that disagree
A raw proportion is not a risk estimate
Medscape's fifteen-point spread is unadjusted. It does not account for specialty mix, hours worked, academic rank or years in the job, and women are distributed differently across all four. The adjusted work narrows the gap considerably and does not close it: the national inventory-based analysis still put female physicians at roughly 27% higher risk with those factors controlled.
Asking and scoring are different questions
A physician asked whether she is burned out is being asked to apply a label to herself, and the willingness to apply it is not evenly distributed. A physician scored on emotional exhaustion and depersonalization is being measured on behaviors and states. Both are legitimate. Neither converts into the other, and no honest chart puts them on the same axis.
A statistic without a date is a claim, not a measurement
The 56% has been reproduced for four years with the fielding window left off, which turns a summer 2021 pandemic snapshot into an apparently permanent fact about women in medicine. The correction is not to discard it. The correction is to carry the date, the collector and the sample size with it every time, which is what this article does.
Who carries the gap
A burnout figure reported at the level of a whole profession hides where the load actually sits. Three parties carry different parts of it, they carry them on different timescales, and only one of the three is usually in the room when the word resilience gets used.
The individual physician
Carries the acute experience: the exhaustion, the flattening of feeling toward patients, the sense that competence is draining out of the work. Carries it in private, usually, and carries it alongside a professional identity that has treated needing help as a defect since the first year of training.
The department and the schedule
Carries the parts that are actually adjustable: panel size, visit template length, inbox routing, coverage for a sick child, how promotion committees weight service work. These are the levers with the shortest path to the burnout number, and they are the ones least likely to move on the timescale of any individual's crisis.
The household
Carries the second job. The PLOS ONE figures are not a metaphor: a gap of thirteen hours a week in parenting time and twenty hours a week in spousal contribution is a structural difference in how much recovery time exists at all. Any plan that assumes evenings are free is planning for the wrong person.
§02 / 09 / Telehealth
Why the collectors disagree.
Burnout surveys disagree on level because they use different instruments, samples and years. Medscape asks physicians whether they feel burned out; the Mayo Clinic, Stanford and AMA group scores respondents on the Maslach Burnout Inventory; a third design runs inside employing health systems. All of them place female physicians above male physicians.
Medscape: self-report, its own audience, annual
Medscape asks physicians whether they are burned out against a plain-language description of long-term, unresolved, job-related stress leading to exhaustion, cynicism, detachment and a lost sense of accomplishment. That is a self-classification, not a scored inventory. The 2022 report gave 56% of women and 41% of men from 13,069 respondents. The following year's report, from 9,175 physicians surveyed between June and October 2022, gave 63% of women and 46% of men. The same instrument moved seven points in twelve months.
The Mayo Clinic, Stanford and AMA group: the Maslach Burnout Inventory
This is the long-running national series, and it scores emotional exhaustion and depersonalization on validated scales rather than asking for a verdict. Its most recent national round invited 95,079 physicians and heard back from 7,643 between October 19, 2023 and February 26, 2024. Across that sample, 45.2% reported at least one symptom of burnout, and female physicians sat at roughly 27% higher risk than male physicians after adjustment for age, specialty and other factors.
The academic consortium: inside the institutions
A study published in JAMA Network Open in March 2026 pooled 19,088 physicians at fifteen US academic medical centers surveyed between October 2019 and July 2021. Forty-two percent of women met burnout criteria against 33% of men. The more striking half of that result was the other measure: 24% of women met the criteria for professional fulfillment, against 46% of men.
§03 / 09 / Mechanism
What the gender gap is actually made of.
Composition of the burnout gender gap is measurable rather than mysterious. Female physicians in the published data spend more weekly hours on parenting and household work, more minutes per patient visit and per hour in the medical record, and advance more slowly. CEREVITY treats those as load, not as evidence of thinner resilience.
Start with the hours, because they are the least ambiguous part of the picture. The 2022 PLOS ONE study titled Domestic tethers surveyed 382 graduates of a top-research medical school and found the women reporting 23.5 hours a week on parenting against 10.4 for the men, and 8.9 hours on household work against 6.0. That is a gap of roughly sixteen hours a week before anything else is counted. The spousal figures make the asymmetry sharper still: the men's partners contributed 35.0 hours a week of domestic work, the women's partners 14.5. Eighty-six percent of the women had an employed spouse, against 45.5% of the men. Recovery from clinical work is not a state of mind. Recovery requires unclaimed hours, and the unclaimed hours are distributed unequally before either physician walks through the door on Monday.
Then look at the clinical day itself, which is where the assumption of an identical job breaks down. The 2024 Journal of General Internal Medicine analysis of 108 ambulatory general internists across 3,227 physician-months found women spending 4.0 more minutes with each patient, 8.72 more minutes in the electronic record for every hour worked, and 9.97 minutes per hour on record work outside scheduled time against 7.00 for men. They typed or dictated 36.4% more characters per note. The consequence shows up in a metric that was never designed to capture it: 22.1% fewer completed visits a month and, unadjusted, 18% fewer work relative value units an hour. Adjust for what they were actually doing in those visits and the productivity difference vanishes. In compensation models tied to raw output, nobody adjusts. The longer visit is clinically defensible and financially penalized, and the physician absorbs the difference twice, once in the evening finishing notes and once at the annual review.
The third layer is the one physicians describe most often and evidence most reluctantly, because it lives in individual encounters. A 2022 British Journal of General Practice study of 61 primary care physicians found that the same explicit expression of empathy predicted higher patient satisfaction from a male physician and lower satisfaction from a female one, which is a small study in one region and still an uncomfortable finding. Alongside it sits a twelve-year national comparison published in JAMA Network Open and reported by the AMA in January 2026, covering 25,248 physicians and 20,283 US workers surveyed in 2011, 2014, 2017, 2020 and 2023. Female physicians had roughly 33% lower odds of being satisfied with work-life integration than male physicians, against a 16% deficit for women outside medicine, and higher odds of burnout at four of the five time points. The gap is not a medicine-flavored version of the general labor market. Medicine amplifies it. Where that pattern has already hardened into exhaustion that time off no longer touches, the relevant clinical entry point is confidential therapy built for physicians rather than another wellness module.
► Standard advice vs. CEREVITY's approach
Standard therapy
"Quote 56% as the current rate of burnout among women in medicine"
CEREVITY
"Quote it as Medscape's summer 2021 self-report figure, with the sample and the comparison to men attached"
Standard therapy
"Treat the gap as a difference in how much stress women can absorb"
CEREVITY
"Treat it as a difference in hours, visit length, record burden and advancement, each of which has been counted"
Standard therapy
"Prescribe resilience training to a physician whose evenings are already spoken for"
CEREVITY
"Ask what is consuming the recovery time first, then build treatment around what is actually available"
| Standard insurance-based therapy | CEREVITY's specialized approach |
|---|---|
| "Quote 56% as the current rate of burnout among women in medicine" | "Quote it as Medscape's summer 2021 self-report figure, with the sample and the comparison to men attached" |
| "Treat the gap as a difference in how much stress women can absorb" | "Treat it as a difference in hours, visit length, record burden and advancement, each of which has been counted" |
| "Prescribe resilience training to a physician whose evenings are already spoken for" | "Ask what is consuming the recovery time first, then build treatment around what is actually available" |
A break from the page
The load is structural. The treatment still has to be individual.
Nothing in this evidence suggests a physician should wait for the system to change before getting care. CEREVITY is a nationwide network of independent licensed clinicians working private-pay across all 50 states, with no insurance claim submitted and no diagnosis sitting on a payer record. If the exhaustion has stopped responding to time away, start with a private inquiry.
§04 / 09 / Cases
Common challenges we address.
The physician who has already optimized everything
The patternSomeone who has restructured the schedule, moved the notes to voice, hired help at home, and found the exhaustion exactly where she left it. The optimization was competent. It was applied to the wrong variable, because the variable was never the efficiency of her own effort.
What we addressWork starts by separating what is genuinely adjustable from what has been absorbed silently for years, and by naming the parts that no amount of personal engineering will reach. Where the pattern matches the clinical picture of exhaustion that rest no longer resolves, the work runs through clinical treatment for burnout under sustained load.
The physician who has been offered resilience training
The patternA clinician who has sat through a wellbeing session, been handed a mindfulness app, and understood correctly that she was being told the problem was her capacity. The offer was well intentioned. It also located the fault in the person carrying the load rather than in the load, and it made asking for anything further feel like conceding the point.
What we addressCare that starts by agreeing the load is real is a different conversation from one that starts with coping skills. The published finding from the 2026 academic consortium study is explicit that higher burnout among women physicians is not intrinsic to gender but related to modifiable workplace and life pressures, and treatment can be built on that premise without asking anyone to concede anything.
§05 / 09 / Methods
Evidence-based treatment approaches.
Five approaches carry most of the clinical work CEREVITY does with female physicians facing burnout: cognitive behavioral work adapted to occupational load, acceptance and commitment therapy, values and role clarification, trauma-informed work where a bad outcome or patient aggression is involved, and couples work on the division of domestic labor.
Cognitive behavioral work adapted to occupational load
Structured work on the thinking that sits between a workload and a self-assessment. The target is not the workload, which therapy does not control, but the automatic conversion of a system failure into a personal verdict. Physicians are unusually good at this conversion, having been trained to treat every outcome as an individual responsibility, and the pattern is highly responsive to structured challenge.
Acceptance and commitment therapy
An approach for the situation where the load is real and not going anywhere in the near term. Rather than arguing with the thought, the work builds a workable relationship to it and reorganizes action around what the physician actually values. This suits the clinician who has already tested every reframe and found the facts intact underneath.
Values and role clarification
Deliberate work on which parts of the job are load-bearing to a physician's sense of purpose and which have accumulated by default. Committee work, mentoring and the informal emotional labor of a department are rarely distributed evenly and are almost never on any formal record. Naming them is often the first time they have been visible at all.
Trauma-informed work after a bad outcome or an aggressive encounter
Where burnout has a specific event underneath it, the burnout frame alone is insufficient. Intrusive recall, avoidance of a particular clinical situation and a changed threat response call for treatment aimed at the event, not at the schedule. Clinical assessment separates the two before anything is chosen.
Couples work on the division of domestic labor
Where the hours data describes the household accurately, individual therapy alone is treating half the picture. Work with both partners on how domestic and caregiving hours are actually allocated addresses the variable the published research identifies most consistently, and it is a clinical intervention rather than a negotiation over chores.
§06 / 09 / Investment
Understanding the investment in private-pay care.
Private-pay, nationwide, and matched on the actual load
At CEREVITY, our online individual therapy sessions are structured as a direct investment in your mental agility and overall well-being. The investment includes:
- Licensed mental health professional specializing in confidential private-pay therapy for physicians
- Evidence-based, one-on-one approaches proven effective for burnout, anxiety, depression and moral injury
- Flexible online scheduling including evenings and weekends
- Complete privacy with no insurance involvement or red tape
- Female physicians expertise and understanding
- Outcome tracking and progress measurement
The cost of female physician burnout going unaddressed
Consider what is at stake when female physician burnout goes unaddressed:
What private-pay changes for a physician
Working outside of insurance means no claim submitted, no diagnosis code sitting on a payer record, and no benefit design deciding how many sessions a course of treatment gets. For a clinician who spends her working life on the other side of that machinery, the difference is not abstract. It also removes the employer from the arrangement entirely, which matters when the load being discussed originates at work. View our current rates here: cerevity.com/our-pricing-for-therapy/. If cost structure is the open question, why there is no insurance billing here sets out how payment actually works.
Session formats that fit a clinical schedule
Care is delivered by secure telehealth nationwide across all 50 states, and the format is a clinical decision rather than an administrative one. Ongoing work usually sits in what fits inside a standard 50-minute session. Processing-heavy work, including trauma-focused treatment after a difficult outcome, often needs more room in one sitting and is better served by extended 90-minute sessions. For physicians whose call schedule makes a weekly slot unreliable, why some people choose an intensive instead is worth reading, and priority scheduling access removes the calendar problem before it becomes a clinical one. A full view of what CEREVITY offers sits alongside how this work is structured.
§07 / 09 / Evidence
What the research shows.
The honest summary is that the headline number is real, dated, and narrower than its reputation. Medscape's 56% describes women who answered a Medscape survey between June and September 2021, against 41% of men in the same sample of 13,069 physicians. That collector's next reading, from 9,175 physicians surveyed between June and October 2022, was higher still at 63% and 46%. Meanwhile the national series using the Maslach Burnout Inventory, from 7,643 physicians surveyed between October 2023 and February 2024, put overall burnout at 45.2% with female physicians at roughly 27% higher adjusted risk, and the AMA's organizational data recorded women falling from 54.5% to 47.2% between 2023 and 2024 while men fell from 42% to 38.9%. Four collectors, four instruments, one direction.
► Three collectors, three instruments, three windows
of female physicians said they were burned out, against 41% of male physicians, from 13,069 US respondents surveyed June to September 2021.
Medscape Physician Burnout and Depression Report 2022
of women physicians met burnout criteria against 33% of men, across 19,088 physicians at fifteen US academic medical centers.
JAMA Network Open, 2026
hours a week spent on parenting by women physicians, against 10.4 hours for men, in a survey of 382 medical school graduates.
PLOS ONE, 2022
What the composition research supports is narrower and more useful than the headline. Female physicians in the published samples spend roughly thirteen more hours a week on parenting and three more on household work, receive around twenty fewer hours a week of domestic contribution from a partner, spend four more minutes per patient visit and close to nine more minutes per hour in the electronic record, complete 22.1% fewer visits a month with the productivity difference disappearing on adjustment, and report substantially lower satisfaction with work-life integration than both male physicians and women outside medicine. The 2026 academic consortium study of 19,088 physicians states the conclusion directly: higher burnout among women physicians is not intrinsic to gender but related to modifiable workplace and life pressures. Nothing in that sentence describes a resilience problem, and treatment that begins by pretending otherwise starts from the wrong place.
§§ / 09 / Recap
Key takeaways.
Six things to remember
- Carry the date with the number The 56% belongs to Medscape's summer 2021 fielding window, 13,069 respondents, self-reported against a plain-language definition. Quoted without those facts it becomes a permanent claim about women in medicine, which is not what was measured.
- Level and direction are different findings Burnout levels move sharply with the instrument, the year and the sample. The direction has not moved: Medscape, the Maslach-based national series, the AMA's organizational data and the 2026 academic consortium study all place female physicians above male physicians.
- The gap is itemizable Domestic hours, spousal contribution, visit length, record and inbox time, note volume, unadjusted productivity credit and advancement after a first child have all been counted separately. Each is a specific number in a specific study, not an impression.
- Individual capacity is the wrong variable A pattern produced by hours, scheduling templates and compensation metrics does not resolve through personal optimization, and the largest study on this page says so in its own conclusion. Treatment that agrees the load is real is a different conversation from coping skills.
- Care can start before the system changes Nothing about the structural reading argues for waiting. CEREVITY clinicians work with physicians on what is reachable now, including the conversion of system failure into personal verdict, the events sitting underneath the exhaustion, and the household allocation the research keeps identifying.
- CEREVITY provides this through online individual therapy nationwide, with full privacy through its private-pay concierge network and no insurance involvement.
§08 / 09 / FAQ
Frequently asked questions.
What is physician burnout, and how is it actually measured?
Physician burnout is an occupational syndrome, not a diagnosis in the DSM-5-TR, and it is measured two very different ways. The Maslach Burnout Inventory scores emotional exhaustion and depersonalization on validated scales, and the national physician series run by the Mayo Clinic, Stanford and AMA researchers uses it; that approach produced an overall figure of 45.2% from 7,643 physicians surveyed between October 2023 and February 2024. Medscape instead asks physicians directly whether they feel burned out, against a description of long-term, unresolved, job-related stress leading to exhaustion, cynicism, detachment and a lost sense of accomplishment. Both are legitimate measurements of different things, which is the single most important reason published burnout percentages disagree with each other so widely.
Why do female physicians report more burnout than male physicians?
Female physicians report more burnout for reasons that have been counted rather than assumed. Published data show women in medicine spending around 23.5 hours a week on parenting against 10.4 for men, receiving 14.5 hours a week of domestic contribution from a partner against 35.0, spending 4.0 more minutes per patient visit and 8.72 more minutes per hour in the electronic record, and reporting roughly 33% lower odds of satisfaction with work-life integration than their male colleagues. A 2026 study of 19,088 physicians at fifteen academic medical centers concluded that the higher burnout among women is not intrinsic to gender but related to modifiable workplace and life pressures. CEREVITY builds treatment on that reading rather than on a capacity model.
Are female physicians leaving medicine because of burnout?
Career trajectory data for female physicians shows scaling back more often than exiting outright, and it shows the pressure point clearly. In a 2022 PLOS ONE survey of 382 medical school graduates, 43.8% of the women with children said children had prevented career advancement, against 15.9% of the men, and 31.3% of the women had scaled back their careers after a first child against 3.5% of the men. Fifty-two percent of the women said their own career took priority in the household, against 86.0% of the men. Those are decisions made under a load that is documented, and physicians weighing them frequently arrive in therapy framing a structural squeeze as a personal failure of commitment.
Do female doctors get paid less than men?
Compensation research sits outside what this article verified, but the productivity mechanism behind it has been measured directly in female physicians. A 2024 Journal of General Internal Medicine study of 108 ambulatory internists found women producing 18% fewer work relative value units an hour unadjusted, 3.61 against 4.42, and completing 22.1% fewer visits a month. After adjustment for what those visits actually involved, the productivity difference disappeared. Where compensation is tied to raw relative value units, the unadjusted number is the one that pays, and a longer, clinically defensible visit becomes a financial penalty rather than a quality signal.
What are the signs of burnout in doctors?
Signs of burnout in physicians cluster in two areas that the Maslach Burnout Inventory scores separately. Emotional exhaustion shows up as depletion that a weekend no longer touches, dread before a clinic that used to be unremarkable, and a sense of having nothing left to bring to the next patient. Depersonalization shows up as flatness toward patients, irritation at requests that would once have seemed reasonable, and a distance from the work that feels like protection. Medscape's description adds cynicism and a lost sense of accomplishment. Sleep disruption, a shortening fuse at home and a creeping conviction of incompetence commonly travel with both, and the combination is worth assessment rather than a further round of self-management.
Does therapy actually help physician burnout if the workload does not change?
Therapy does not change a panel size, and CEREVITY clinicians say so at the start rather than implying otherwise. What treatment can reach is the layer sitting between the load and the physician: the automatic conversion of a system failure into a verdict on personal competence, the events underneath the exhaustion, the parts of the role that accumulated by default and were never chosen, and the household allocation that the research identifies most consistently. For female physicians specifically, that last item is frequently the largest reachable variable. Where a bad outcome or an aggressive encounter sits underneath the burnout, the treatment target changes entirely, which is why assessment comes before any approach is named.
Can a physician get therapy without it appearing in an insurance record?
Private-pay care means no claim is submitted on a physician's behalf and no diagnosis is placed on a payer record, because there is no payer in the arrangement. CEREVITY is a nationwide network of independent licensed clinicians working private-pay across all 50 states, and the employer is not part of the arrangement either, which matters when the load being discussed originates at work. Physicians who want to seek out-of-network reimbursement themselves can request documentation and submit it to their own insurer directly, which puts the decision about what enters a record in the physician's hands rather than the clinician's.
How does your private-pay pricing structure work?
As a private-pay concierge network, we offer structured investments in your mental health without the restrictions or privacy risks of insurance. You can review our full fee schedule and specific session lengths directly on our website. While this costs more than insurance copays, it provides the flexibility, total privacy, and highly specialized care that standard options cannot offer. View our current rates here.
How do you protect my privacy?
Privacy is foundational to our network. As a private-pay network, your sessions never appear on insurance records or EOBs that could be seen by employers, boards, or family members. We use HIPAA-compliant nationwide telehealth platforms, and you can attend sessions from anywhere with a private internet connection.
§09 / 09 / Begin
The load is real. The care should start from that.
If the exhaustion has stopped responding to time off, and every suggestion so far has been about how much you can take, a different starting point exists. CEREVITY is a nationwide network of independent licensed clinicians providing confidential, private-pay care across all 50 states. Call (562) 295-6650 or send a private inquiry.
Available by appointment 7 days a week, 8 AM to 8 PM (PST)§§ / Author
About Trevor Grossman, PhD.
Trevor Grossman, PhD
Dr. Grossman is a Licensed Psychologist with more than 15 years of clinical experience working with entrepreneurs, founders, senior executives, and high-responsibility professionals navigating burnout, anxiety, and depression. His work integrates cognitive behavioral therapy, acceptance and commitment therapy, behavioral activation, and schema-informed approaches calibrated to the working week his clients are actually living in. He sees clients via CEREVITY's nationwide telehealth network. View full bio →
§§ / Sources
References.
- Medscape, WebMD Health Corp. Medscape Physician Burnout & Depression Report 2022 Shows Pandemic's Continued Impact. 2022. webmd.com
- American Medical Association. Women physicians face heavier burdens and higher burnout risk. 2026. ama-assn.org
- Children's Hospital of Philadelphia. Study Identifies Factors Associated with Higher Burnout Among Women Physicians at Academic Medical Centers. 2026. chop.edu
- PLOS ONE. Domestic tethers: Gender differences in career paths and domestic responsibilities of top-research medical school graduates. 2022. journals.plos.org
- Journal of General Internal Medicine. Quantifying EHR and Policy Factors Associated with the Gender Productivity Gap in Ambulatory, General Internal Medicine. 2024. link.springer.com
- CEREVITY. Payment options. cerevity.com/payment-options
- CEREVITY. Our services. cerevity.com/services
- CEREVITY. Concierge therapy membership. cerevity.com/concierge-therapy-membership
⚠ Crisis resources
If you are experiencing a mental health crisis or having thoughts of suicide, please reach out immediately. 988 Suicide & Crisis Lifeline · Call or text 988 Crisis Text Line · Text HOME to 741741 National Alliance on Mental Illness · 1-800-950-NAMI (6264)
