The AAMC report “Promising Practices” published in 2019 identified the gender wage gap in academic otolaryngology to be 77 cent on the dollar. A pay gap was identified to exist across all academic ranks. Over a career this wage gap compounds to a multi-million dollar wealth gap. We must all take an active role in eliminating this pay gap for the future of our specialty. The report highlighted several best practices to ensure salary equity and discusses recommended first steps to take to kick-start a salary initiative. Commitment from institutional leadership to understand and address salary inequity is a vital first step to correcting salary inequities. This panel brings together leaders in otolaryngology from diverse institutional financial models whose departments have made salary equity a priority. We will discuss various compensation models from salaried, to RVU based, to cash models and the many variations of each of these plans. Recognizing that there is no perfect model we will discuss importance of transparency and the benefits and the negatives of each of these different compensation models. The panelist will discuss how non-revenue generating activities are account for in their compensation plan to incentivize clinical, administrative, and unfunded research activities. In addition, will discuss different institutional financial models and how this models impact individual departments.. Lastly, we will discuss the importance of not only initiating a equitable compensation policy but developing and utilizing a system of interval equity review processes to identify outliers and how to proactively correct inequities that are discovered.