Salary Disparities Reported Between Men and Women Academic Physicians — The Widest Gap Is in Neurology

Fallik, Dawn

doi:10.1097/01.nt.0000494729.89988.f3

Cited by 4 publications

(3 citation statements)

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“…Studies also find no or abated gender effects on negotiation outcomes when women are in the superordinate negotiating position (Dittrich et al 2014;Stevens, Bavetta, and Gist 1993), have been coached to negotiate (Kugler et al 2018), or have been exposed to messages that counter gender stereotypes (O'Shea and Bush 2002). Other explanations for the lower payoff to women's negotiations is that they are likely to expect and to ask for a lower wage then men (Dittrich et al 2014;Fallik 2016;Merikull and Motsmees 2017). Seidel, Polzer, and Stewart (2000) suggest these gender differences are not produced by women's behavior so much as by men's higher probability of attempting to dominate other actors in negotiation situations.…”

Section: Wage Negotiationsmentioning

confidence: 99%

Categorical Distinctions and Claims-Making: Opportunity, Agency, and Returns from Wage Negotiations

et al. 2021

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In this article, we examine wage negotiations as a specific instance of claims-making, predicting that the capacity to make a claim is first a function of the position, rather than the person, and that lower-status actors—women, migrants, fixed-term, part-time, and unskilled workers—are all more likely to be in positions where negotiation is not possible. At the same time, subordinate-status actors may be less likely to make claims even where negotiation is possible, and when they do make wage claims they may receive lower or no returns to negotiation. Analyses of wage negotiations by more than 2,400 German employees largely confirm these theoretical expectations, although the patterns of opportunity, agency, and economic returns vary by categorical status. All low-status actors are more likely to be in jobs where negotiation is not possible. Women, people in lower-class jobs, and people with temporary contracts are less likely to negotiate even when given the opportunity. Regarding returns, agency in wage claims does not seem to improve the wages of women, migrants, or working-class individuals. The advice to “lean-in” will not substantially lower wage inequalities for everyone, although men who lean in do benefit relative to men who do not.

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Section: Wage Negotiationsmentioning

confidence: 99%

Categorical Distinctions and Claims-Making: Opportunity, Agency, and Returns from Wage Negotiations

et al. 2021

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“…31,32 Publications on systemic racism and bias in Neurology (the "Green" journal) 33,34 and other medical journals 35,36 were reviewed. Important disparities such as the wage gap between men and women 37 were discussed. The recent statements by the AAN on racism along with efforts to counter racism were reviewed, including notable work to promote diversity from our graduates and trainees on social media.…”

Section: Historical Contextmentioning

confidence: 99%

Development of an Equity, Diversity, Inclusion, and Anti-racism Pledge as the Foundation for Action in an Academic Department of Neurology

et al. 2021

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Racial inequities as illustrated by the health disparities in COVID19 infections and deaths, the recent killings of Black men and women by law enforcement, and the widening socioeconomic inequality and have brought systemic racism into a national conversation. These unprecedented times may have deleterious consequences, increasing stress, and trauma for many members of the neurology workforce. The Equity, Diversity, Inclusion and Anti-Racism Committee within our Department of Neurology provides infrastructure and guidance to foster a culture of belonging and addresses the well-being of faculty, staff, and trainees. Here, we present the creation and implementation of our Equity, Diversity, Inclusion, and Anti-Racism (EDIA) Pledge which was central to our committee’s response to these unprecedented times. We outline the process of developing this unique EDIA Pledge and provide a roadmap for approaching these important topics through a CME Neurology Grand Rounds aimed at fostering a diverse, inclusive, equitable and antiracist work environment. Through the lived experiences of 4 faculty members, we identify the impact of bias and microaggressions, and encourage allyship and personal development for cultural intelligence. We hope these efforts will inspire Neurology departments and other academic institutions across the globe to make a similar pledge.

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“…While this argument holds true, perspectives such as the ones shared by the women above, Women in senior management positions need to be placed within the wider gender parity discourses. It has been established that in most countries, and specifically in South Africa, there are still gross disparities in pay levels between female and male leaders (Elliott and Stead, 2008;Fallik, 2016;National Gender Policy Framework, 2005). This emanates from a system of deep-rooted patriarchy that elevates the role of men in a work environment over that of women.…”

Section: Personal Reasonsmentioning

confidence: 99%

Women in senior management positions at South African universities

Ramohai

2019

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Purpose The purpose of this paper is to present reasons for the mobility of women in senior management positions in South African higher education. Against the backdrop of women underrepresentation and retention challenges in institution of higher learning in this country, it is pertinent to share the experiences of senior women, with the aim of understanding institutional structures and cultures that make it difficult for women to survive in senior positions. Design/methodology/approach The paper used a qualitative approach. The focus of this paper was on the women who had held or were still holding senior management positions in higher education in South Africa. The requirement for this paper was that these women should have moved out or across institutions while at a senior management position. This paper drew from five women from different institutions and involved them in in-depth interviews. The women who fitted the category of senior management in this paper included deputy vice chancellor, deans and heads of departments. Findings The findings indicated that the decisions to opt out of senior management positions for the women ranged from personal to institutional. The personal reasons that emerged from this paper pointed mainly to issues of salaries. The women opted to move out of their positions for better salaries which they believed they would get in the private sectors or in other institutions. Professional development also led women to move to more promising spaces that could afford them an opportunity to grow. Apart from these personal reasons, hostile institutional cultures were cited by all women as the most serious contributory factor to their turnover. Of these, they cited patriarchal practices that led to oppression and dominance, which made it difficult for them to cope in the senior positions they held. Originality/value This paper aimed to respond to a gap in research on senior management women’s mobility in higher education, specifically in South Africa. According to Samuel and Chipunza (2013), there is a serious concern that pertains to retention of senior management within African higher education. However, most studies do not provide a focused attention on women but offer a general interpretation of senior management turnover. There seems to be lack of research that aims at understanding the contextual reasons that lead to turnover of women senior management in South African higher education. Against the backdrop of low representation of women in senior positions in specifically South African higher education and calls for equity, the study looked at the reasons why higher education institutions at times fail to retain this most sought after group (women) in these positions of power. Understanding issues around this matter has the potential to contribute towards improved practices while adding a voice to discourses around gender equity and equality.

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Salary Disparities Reported Between Men and Women Academic Physicians — The Widest Gap Is in Neurology

Cited by 4 publications

References 0 publications

Categorical Distinctions and Claims-Making: Opportunity, Agency, and Returns from Wage Negotiations

Categorical Distinctions and Claims-Making: Opportunity, Agency, and Returns from Wage Negotiations

Development of an Equity, Diversity, Inclusion, and Anti-racism Pledge as the Foundation for Action in an Academic Department of Neurology

Women in senior management positions at South African universities

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