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Gender inequality in medicine
Gender pay gap research
Gender pay gap research
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Complementary to Lo Sasso et al., Esteves-Sorenson and Snyder (2012) display the unequal financial distribution between male and female physicians and show possible reasons for the inequality. Esteves-Sorenson and Snyder perform this by exploiting data from four rounds of the Community Tracking Study Physician Survey of 1997, 1998, 2001, and 2005, in which roughly 12,000 interviews were conducted per round (except in 2005 when only 6,000 interviews were conducted, with no explanation for the decrease). The survey inquired about the responding physicians’ earnings, hours and weeks worked, demographics, practice settings, specialty, and geographic location. Esteves-Sorensen and Snyder’s main focus was to dispute the results from another research project that claimed that there was …show more content…
equality in starting physicians’ salaries. Through this successful process of refuting the other research project, Esteves-Sorensen and Snyder supply possible reasonings for the gap. Without adjusting for specialties, it was found that men physicians earned about 49 percent higher than women.
However, certain factors are noted that display a correlation for this gap such as the physicians’ specialty, that women tend to be employees, and that women are less likely to be part-owners of a group practice. Nevertheless, since these factors tend to arise in the debate of a gender gap in physician income, Esteves-Sorenson and Snyder reported that “within a given year, for men and women that work the same amount and in the same specialty, men still outearn women by 26%” (2012:40). Thus, even after creating an ideal situation in which there is a male and female physician who work the same amount of time and are in the same specialty, the female physician would still earn less than the male. To digress back to the issue of supporting or contradicting the other research project’s findings, Esteves-Sorenson and Snyder found contradictory evidence. Esteves-Sorenson and Snyder demonstrated this when they found that the young male physicians, who had fairly equal amounts of experience as their female counterparts, still “earned 13% more than their female counterparts”
(2012:40). Therefore, a major finding of this article is the correlation between the gender gap of physicians and the high prevalence of women physicians in certain specialties (pediatrics, psychiatry, and obstetrics/gynecology), women physicians as employees, and the lack of women physicians who are part-owners of a group practice. The other major finding, which contradicts another article’s finding, is that young physicians who do not have much experience, since they are young and newly graduated, do not have equality between the genders, but a gap in which male physicians earn more money. The contributions that this article makes to the literature of the subject is demonstrating the presence of a gender income gap and suggesting correlations for the gap, that others may want to pursue in research. Another contribution to the literature is the reaction to another research project, in which Esteves-Sorenson and Snyder challenge the other project’s results by providing their own that dispute and delegitimize the other project.
Though any pay disparity between women and men is a pressing issue, the “wage gap” is much more complicated than people believe because of misleading statistics, unaccounted for variables, and the different social and economic choices of men and women. The common idea that women make 77 cents on every dollar men make in the workplace is very misleading. It is true, however, this statistic ignores any factors that justify different pay. The wage gap is just the difference
Additionally, we believed men deserved to have higher power by getting more money than women. After some research, we think it’s not fair that women make less than men who have the same education and the same job. In the long run, it can make it hard for women to support their families. We found out that the gender pay gap is a “complex issue with many causes”, which are often inter-related. It seems that the direct cause of this issue is discrimination. We also found out that inequality starts early; just one year out of college, college-educated women working full-time earned $32,000 compared to $42,000 for college-educated men working
There has always been a gender inequality issue in most jobs in the work force, but many may not see this inequality in the nursing field because they do not pay attention to it fully. Many people still have the stereotype that women are the only ones in this job field, but this is not the case anymore. This job field is always in demand for new nurses, and many women and men choose this field to the high pay and the satisfaction of helping others. This job field is one of the more female dominated careers. In 2013 only 10 percent of the population of nurses were men (Tanner, L. 2015). If only 10 percent of the population is men are nurses, they should not get paid anymore than women. Even though they are both doing the same job and received the same training, the gap between pay between male and female nurses is astonishing because they are both doing the same job, and they are both trained equally. Some nurse’s, male or female, may get paid more for years of experience or a more skilled training class, but there should not be a $10,000 gap. Many researchers give a few reasons why there is a wage gap. For example, some women leave their jobs to have children and have to come back to a lower paying job. This should not be one of the reasons women are getting paid less; just because they give birth to a child should not result in a pay gap. Until this inequality between women and men is resolved, there will always be this stereotype that men are above women.
Lips, Hillary M. "The Gender Pay Gap: Challenging the Rationalizations. Perceived Equity, Discrimination, and the Limits of Human Capital Models." (n.d.): n. pag. Web.
The United States has one of the highest gender pay gaps among the developed countries. In the country, the gender pay gap is measured as the ratio of female to males yearly earning among workers in full-time, year round (FTYR) earnings. In 2009, female FTYR earned 77% (0.77) as much as the FTYR male workers (US Census Bureau, 2013). The history of Gender Gap earning reveals USA has made big strides towards reducing the gender pay gap from 1980. For instance, in 1980 the gender pay gap ratio was 0.62 while in 1990, the gap stood at 0.72. Further from 1990 to 2000, the gap reduced to 0.73 and then to 0.77 in 2009. Currently, the gender pay gap stands at 0.76 and continues to persist (US Census Bureau, 2013).
Women are more than half the work force and are graduating at higher rates then men and continue to earn considerably less then men. There are several contributing factors to the gender wage gap. Women experience gender discrimination in the work force even though it’s been illegal since the Equal Pay Act in 1963. One of the challenges for women is uncovering discrimination. There is a lack of transparency in earnings because employees are either contractually prohibited or it’s strongly discouraged from being discussed. Discrimination also occurs in the restricting of women’s access to jobs with the highest commission payments, or access to lucrative clients.
In 1970 women comprised 7.6% of physicians in the United States (see Table 1). Today 38.2% of physicians are women (see Table 4). This sharp influx of female physicians among the United States' labor force is largely due to changes in women's roles in American culture and society. Political movements and newly adopted policy in the 1970s sparked social and cultural changes, which led to the increase in female doctors over the past fifty years. While in some occupations, such as grade-school teachers, there exists a linkage between the declining status of the occupation and the increased female representation in the occupation, this trend is not seen among physicians.
In this book, Riska and Wegar give insight into why many believe that women physicians will never be true equals in the American medical profession. They back many of their ideas up with personal experiences, hard facts and data. They discuss the idea of a ‘glass ceiling’ in which women are kept out of the top positions because of sexism. This book really helps research the ideas about women’s equality and the hardships that they have faced as they have developed in this career field. Not only does it tie in with the history, but it gives good evidence to support why it was so hard. Later on in the book, the authors also discussed women physicians as being the possible new force in today’s medicine. They talk about how women are now being overrepresented in comparison to males in some areas of the field. This book provides evidence of women’s suffrage in the field, but also how they are persevering and overcoming their
Pay gaps has been an issue between genders in stem fields. Young women in STEM fields earn up to one-third less than men. After women graduate with Ph.D.’s in STEM fields, they earn thirty-one percent less than men do. A study by PayScale, on the gender pay gap using salary data from more than 1.4 million full-time employees from pay scale, reveals that men are not just out earning women in male dominated fields, they make more money in every industry. (2015, Lydia Dishman) “Occupational segregation accounts for majority of the pay gap between men and women. But even with the same occupation, men tend to earn more than women. Although women still earn less than men do in STEM fields, women in science and technology tend to earn more than women earn in other fields.” (2011, Christianne Corbett) The pay gap between genders is not only in STEM fields its nearly in every industry. For example, the US men’s soccer team pay compared to the women’s soccer team, there is a huge difference even if the women’s team is ten times better or NBA player's salary compared to WNBA even if they play the same sport. An AAUW analysis of the U.S. Census Bureau’s 2013 American Community Survey data found that overall, women in computer science and mathematical occupations were paid eighty seven percent of what their male counterparts were paid, or about sixty-five thousand annually, compared to seventy-nine thousand for men. (2015, Renee Davidson) That
It is only recently that sociology has begun to explore the topic of gender. Before this, inequalities within society were based primarily on factors such as social class and status. This paper will discuss gender itself: what makes us who we are and how we are represented. It will also explore discrimination towards women throughout history, focusing mainly on women and the right to vote, inequalities between males and females in the work place and how gender is represented in the media.
Today in the United States, men make more than women in various sectors, including education and other trades favoring women workers. The gap gets bigger when comparing the wages earned by men to those of women in jobs favoring men workers such as construction or other physically demanding jobs. Women are less likely to work those jobs, therefor; men have the advantage of having more experience and get paid better. In addition, employers would rather hire a man instead of a woman because they believe that a man will be able to sustain the difficulty of the job and work longer hours which crate a disadvantage for women because they are unable to gain experience and become skilled in that certain field. Gender pay gap based on this information is explained as the result of the discrimination of employers toward the feminine sex in terms of pay, which discourage them to work certain jobs leading to create a bigger gap due to the lack of
...ld. Women are most often stereotyped as only being nurses or other lower-end health professionals. There is a huge difference between the percent of males and the percent of females when it comes to more advanced medical fields. A study conducted by Reed and Fischer found that women are not promoted at the same rate as men in medical fields. They feel that women are under-represented in higher medical positions. The CEJA found that there is a large difference in salaries between men and women. Studies show that the average female physician earns 34 percent less than her male counterpart. Female physicians are more likely to earn a relatively low income and are less likely to gain a relatively higher income. For example, while 19 percent of female physicians earned less than $60,000, only 7 percent of male physicians earned less than that same amount (CEJA, 1994).
Farrel, Jane, and Sarah Jane Glynn. “What Causes the Gender Wage Gap?”. American Progress. Center for American Progress, 9 Apr. 2013. Web. 22 Apr. 2014
In the operation of the healthcare system, gender plays a central role. Gender discrimination in the healthcare exists either in the field of education, workplace or while attending to the patients. Interestingly, as opposed to other areas where discrimination lies heavily to a particular gender; gender inequality in health happens to both women and men. Gender inequality in the health care service negatively affects the quality of care given and perpetuates patient biases to a gender. Also, the gender disparities in the field of health assists researchers and practitioners to study conditions and their probable manifestations within both sexes.
Despite government regulations to promote equality within the workplace, women’s salaries continue to lag behind males in similar career with similar experiences. According to research performed by Blau & Kahn (2007) “women salaries averaged about 60% of men’s until the 1970s and rose to nearly 80% by the 1990s” (as cited in Bendick, Jr. & Nunes, 2012, p.244). Today, women on average earn approximately $.81 for every dollar that men earn in the United States (Guy and Fenley P.41 2014).