Salary Discrepancies Between Practicing Male and Female Physician Assistants

Coplan, Bettie; Essary, Alison C.; Virden, Thomas B.; Cawley, James F.; Stoehr, James D.

doi:10.1016/j.whi.2011.06.004

Cited by 22 publications

(11 citation statements)

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“…In Brazil, women are generally concentrated in specialties such as general practice, paediatrics, family medicine, gynaecology and obstetrics, which pay less if compared, for example, with surgical specialties, which are mostly occupied by men 55. They also tend to be salaried employees and less likely to own medical offices 15 56–58. Even in the face of this configuration, our results indicate that vertical segregation is present among specialists and non-specialists.…”

Section: Discussionmentioning

confidence: 63%

What explains wage differences between male and female Brazilian physicians? A cross-sectional nationwide study

et al. 2019

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ObjectiveIn many countries an increase in the number of women in medicine is accompanied by gender inequality in various aspects of professional practice. Women in medical workforce usually earn less than their male counterparts. The aim of this study was to describe the gender wage difference and analyse the associated factors in relation to Brazil’s physicians.Participants2400 physicians.SettingNationwide, cross-sectional study conducted in 2014.MethodsData were collected via a telephone enquiry. Sociodemographic and work characteristics were considered factors, and monthly wages (only the monthly earnings based on a medical profession) were considered as the primary outcome. A hierarchical multiple regression model was used to study the factors related to wage differences between male and female physicians. The adjustment of different models was verified by indicators of residual deviance and the Akaike information criterion. Analysis of variance was used to verify the equality hypothesis subsequently among the different models.ResultsThe probability of men receiving the highest monthly wage range is higher than women for all factors. Almost 80% of women are concentrated in the three lowest wage categories, while 51% of men are in the three highest categories. Among physicians working between 20 and 40 hours a week, only 2.7% of women reported receiving >US$10 762 per month, compared with 13% of men. After adjustment for work characteristics in the hierarchical multiple regression model, the gender variable estimations (ß) remained, with no significant modifications. The final effect of this full model suggests that the probability of men receiving the highest salary level (≥US$10 762) is 17.1%, and for women it is 4.1%. Results indicate that a significant gender wage difference exists in Brazil.ConclusionThe inequality between sexes persisted even after adjusting for working factors such as weekly workload, number of weekly on-call shifts, physician office work, length of practice and specialisation.

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Section: Discussionmentioning

confidence: 63%

What explains wage differences between male and female Brazilian physicians? A cross-sectional nationwide study

et al. 2019

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“…Besides the above-mentioned double standard and stereotyping effects, other reasons are discussed for the remaining gender-based salary differences—for example, lower funding for women’s professional development (Coplan, Essary, Virden, Cawley, & Stoehr, 2012) or women’s lower pay expectations (Hogue, DuBois, & Fox-Cardamone, 2010). Although we believe that double standard effects, the application of male-wealth stereotypes, and negotiation limitations are possible explanations for the gender gap in wages, the relationship between grades and salaries seems to be more complex due to effects of career interruptions and (part- or full-time) work experience.…”

Section: Discussionmentioning

confidence: 99%

Why do Highly Qualified Women (Still) Earn Less? Gender Differences in Long-Term Predictors of Career Success

Evers

Sieverding

2013

Psychology of Women Quarterly

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Our study investigated gender differences in the long-term effects of education, work experience, agentic personality traits, and number of children on career success (i.e., salary) in medicine. German male and female students (N = 99) were surveyed at a German medical school (T1) and 15 years later (T2). Women interrupted their careers for longer than men (d = .92). Men had a substantially higher income at T2 (d = 1.07). Career interruptions, agentic personality traits, and high school grades were significant predictors of salary for both sexes. High final grades at medical school were significantly and positively related to salary but only for men. Low final grades at medical school and number of children predicted the length of career interruptions. For women, number of children was significantly and positively related to career interruptions. For men, number of children was significantly but negatively related to career interruptions. The findings corroborate research from other occupational fields, showing that a discontinuous work history has a negative influence on career success and that human capital variables are better rewarded for men than for women.

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“…Across the different health professions, leadership positions occupied by women are scarce, reflecting gender inequity in regard to career advancement and attainment of decision-making positions [14–16]. Gender disparities are also noticed in other management aspects of HRH where women are reported to earn less than men, underlining consequently an existing compensation gap [17–19]. Similarly, studies show that women HRH often have lower likelihood of promotion and slower career advancement compared to men HRH in the same field [15, 16, 20].…”

Section: Introductionmentioning

confidence: 99%

Gender equity in planning, development and management of human resources for health: a scoping review

et al. 2019

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Background Gender equity remains a challenge across various labor markets with the health market being no exception. Despite the increased influx of women into health professions, horizontal and vertical occupational gender inequities persist. Main body The objective of this scoping review is to map the studies on gender equity in healthcare systems in terms of workforce planning, development, and management, as well as to identify the barriers and facilitators for integrating gender equity into healthcare systems. We reviewed the literature on the topic using nine electronic and two grey literature databases with the search strategy combining medical subheadings and keywords for each of the following four concepts of interest: “gender equity,” “human resources for health,” “healthcare setting,” and “management processes.” The scoping review included studies focusing on the examination of gender equity at the level of the health workforce. Out of 20,242 studies identified through the database search, the full text of 367 articles was assessed for eligibility and 110 were included in the qualitative analysis. The data of those studies was abstracted and analyzed into themes. Results do not only reveal a global dearth of studies focused on this important topic, but also the concentration of such studies in a few countries around the globe, mainly in North America and Europe. Four out of each five studies included in this review focused on physicians, followed by nurses (14%). In terms of design, an overwhelming majority of studies utilized quantitative designs (75%), followed by qualitative designs and database analyses. Studies were categorized into four pre-determined main themes: facilitators and barriers, workforce planning, HRH management, and HRH development. Conclusion Future research is needed to better understand poorly covered sub-themes such as mentorship, professional development, and training, as well as recruitment and retention among others. It is also equally needed to fill in the gaps in professional groups, study type, methodology, and region. While the review unearthed a number of well-studied themes, significant aspects of the topic remain untapped especially in developing countries and at the level of health professionals other than physicians. Electronic supplementary material The online version of this article (10.1186/s12960-019-0391-3) contains supplementary material, which is available to authorized users.

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Salary Discrepancies Between Practicing Male and Female Physician Assistants

Cited by 22 publications

References 4 publications

What explains wage differences between male and female Brazilian physicians? A cross-sectional nationwide study

What explains wage differences between male and female Brazilian physicians? A cross-sectional nationwide study

Why do Highly Qualified Women (Still) Earn Less? Gender Differences in Long-Term Predictors of Career Success

Gender equity in planning, development and management of human resources for health: a scoping review

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