https://www.selleckchem.com/products/apx2009.html Achievement of equity for women physicians requires effort and ultimately a culture change. Gender equity in the medical profession will lead to improved physician wellness, retention of women physicians, and improved access to and quality of health care.In this commentary, a female early-career academic physician reflects on her experiences with microinequities in the workplace. Using a recent publication describing the experience of midcareer academic women physicians as a launching point, the author discusses the experiences that early-career women in medicine commonly have. In training and early career, women are exposed to subtle barriers, aggressions, and inequities, which build over time. By midcareer, some women leave medicine or if they remain in medicine, they have likely not reached the salary or promotion levels of men. Ultimately, the author questions if trainees and early-career women in academic medicine are simply in a "preinvisible" phase of their careers. Ways to address the microinequities are offered. Differential standards in academic medicine based on gender have been described for self-promoting behavior. Objective To explore differences in office display of professional and personal items between male and female academic physicians as a proxy for self-promotion. A university hospital's faculty was invited to participate in a study on office setup. Participants were blinded to the study aim. Investigators evaluated offices to assess the number of professional and personal displays. De-identified data on participant characteristics and office physical characteristics were recorded. Correlations with the number of items displayed were analyzed by univariable and multivariable Poisson regression. Forty-eight physicians participated 23 (47.9%) from emergency medicine, 9 (18.8%) from surgery, and 16 (33.3%) from internal medicine. The median number of professional displays was 5.0 for women (interqu