The Gender Pay Gap in Medicine

2020 ◽  
pp. 110-127
Author(s):  
Rebecca C. Grossman
Keyword(s):  
Occupational Segregation ◽  
Modern Society ◽  
Gender Inequalities ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Representation Of Women ◽  
Flexible Working ◽  
Gap Data ◽  
Medicine Review

The gender pay gap is a symptom of the pervasive inequalities inherent in modern society. Among doctors, the gap has been increasing. The Gender Pay Gap in Medicine Review is exploring the scale of the problem and the reasons behind it. Although motherhood and flexible working both contribute to the salary discrepancy, the aetiology is complex and multifactorial, with important roles played by recruitment and representation of women at senior levels, as well as gender occupational segregation. Addressing the root causes of gender inequalities and shining a light on the pay gap data are both required in order to one day close the gap.

Women in Organizations

2021 ◽  
pp. 17-35
Author(s):  
Basak Ucanok Tan
Keyword(s):  
Career Advancement ◽  
Work Organization ◽  
Occupational Segregation ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Representation Of Women ◽  
Women's Career Advancement ◽  
Micro Level ◽  
Managerial Positions ◽  
Practical Implications

There has been a retreat from the “conventional” work organization to new forms of contemporary organizations. Parallel to this shift in organizational forms, the composition of the workforce also changed. Greater numbers of women entered the labour market and began occupying managerial positions. Despite the increase of women in the workforce, progress towards equality lagged behind. The intention of this chapter is to provide an overall picture of the representation of women in organizations and to acquaint the readers with some of the major issues that play role in women's career advancement. The chapter begins by introducing macro and micro level barriers that hinder representation of women in the contemporary workplace. Some of these major barriers, such as stereotypes attached to women, occupational segregation, the gender pay gap, and discrimination are then detailed and theoretical and practical implications are provided. The chapter also covers studies on the leadership of women in organizations and outlines the need to unravel the potential of women.

Women in Organizations

2019 ◽  
pp. 207-225
Author(s):  
Basak Ucanok Tan
Keyword(s):  
Career Advancement ◽  
Work Organization ◽  
Occupational Segregation ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Representation Of Women ◽  
Women's Career Advancement ◽  
Micro Level ◽  
Managerial Positions ◽  
Practical Implications

There has been a retreat from the “conventional” work organization to new forms of contemporary organizations. Parallel to this shift in organizational forms, the composition of the workforce also changed. Greater numbers of women entered the labour market and began occupying managerial positions. Despite the increase of women in the workforce, progress towards equality lagged behind. The intention of this chapter is to provide an overall picture of the representation of women in organizations and to acquaint the readers with some of the major issues that play role in women's career advancement. The chapter begins by introducing macro and micro level barriers that hinder representation of women in the contemporary workplace. Some of these major barriers, such as stereotypes attached to women, occupational segregation, the gender pay gap, and discrimination are then detailed and theoretical and practical implications are provided. The chapter also covers studies on the leadership of women in organizations and outlines the need to unravel the potential of women.

scholarly journals Gender pay gap in salary bands among employees in the formal sector of South Africa

2018 ◽  
Vol 16 ◽  
Author(s):  
Adeboye M. Adelekan ◽  
Mark H.R. Bussin
Keyword(s):  
Top Management ◽  
Gender Pay Gap ◽  
Formal Sector ◽  
Pay Gap ◽  
Men And Women ◽  
Representation Of Women ◽  
Similar Work ◽  
The Status ◽  
Managerial Implications ◽  
Value Add

Orientation: The gender pay gap is a worldwide challenge that has persisted despite political will and interventions. Comparably qualified women performing similar work as men continue to earn less. There are conflicting views in the literature regarding the status of the gender pay gap.Research purpose: The purpose of the study was to determine status of the gender pay gap among employees in the same salary band and to establish whether men and women receive similar pay for similar work in the study population.Motivation for study: The status of the gender pay gap would establish the progress made towards closing the gap and guide necessary adjustments to interventions.Research approach/design and method: A quantitative analysis was conducted on the pay information of 217 902 employees collected in a survey from over 700 companies, across 10 job families and 6 industries.Main findings: Men’s pay was consistently higher than that of women in all salary bands except at the 75th and 95th percentile in sub-bands B-lower and B-upper and 25th percentile in sub-band E-upper. The gender pay gap ranged from 8% in band A to 27.1% in sub-band F-upper. The gaps observed in the salary bands were statistically significant (p < 0.0001) except in sub-band E-upper, F-lower and F-upper, indicating convergence towards similar pay for similar work at senior to top management levels. Women were under-represented in all salary bands with the lowest presence in band F, especially sub-band F-upper. Gender, race, job family and industry have a significant effect on income earned in the study sample.Practical/managerial implications: Government’s efforts seemed to have produced minimal results as women are represented in all job families, industries and salary bands. The pay of men and women in senior and top management levels was similar. However, more still needs to be done to achieve the 50% target representation of women in senior management and close the gap at all levels.Contribution/value-add: The number of women at management levels is still very low when compared to their male counterparts. However, the gender pay gap in senior to top management positions are converging towards similar pay for work of similar value.

Development and Gender-Linked Economic Inequality in the Era of Globalization

2018 ◽  
Vol 4 (3) ◽  
pp. 304-324
Author(s):  
Moshe Semyonov
Keyword(s):  
Labor Force ◽  
Labor Force Participation ◽  
Occupational Segregation ◽  
High Status ◽  
Gender Pay Gap ◽  
Women's Labor ◽  
Market Outcomes ◽  
Pay Gap ◽  
And Gender ◽  
Women's Labor Force Participation

This paper focuses on the relations between development and gender disparities in labor market outcomes in the era of globalization. Within a cross-national comparative framework, the article examines the relations between development and globalization and three aspects of gender-linked disparities (women's labor force participation, gender occupational differentiation, and gender pay gap) at two time points: 1990 and 2015. The data reveal patterns in the relationship between development, globalization, and each dimension of gender inequality. First, development but not globalization tends to increase women's labor force participation. Second, development is likely to reduce gender occupational segregation. But the effect is indirect; it is transmitted via the increased number of economically active women. Third, less gender occupational segregation does not necessarily mean greater occupational equality; high female labor force participation is likely to reduce women's likelihood of employment in high-status professional and managerial occupations. Fourth, gender occupational inequality appears to be one of the sources of a country's gender pay gap; the pay disparity between men and women tends to be greater in countries where gender occupational inequality is high. A model that summarizes the complex relations among development, globalization, and the various dimensions of gender-linked economic activity and inequality is proposed and discussed.

Engendered Workplace Segregation

2013 ◽  
pp. 1-25
Keyword(s):  
Occupational Segregation ◽  
Teaching Profession ◽  
Clear Understanding ◽  
Minority Status ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
The Usa ◽  
Vertical Segregation ◽  
The Uk

This chapter aims to: give a clear understanding of gendered occupational segregation; demonstrate why it is an important issue for women today especially in terms of the persistent gender pay gap; discuss both horizontal and vertical segregation and how this impacts women in terms of pay, promotion, opportunities and society, through a lack of utilizing the whole of society’s workforce; and discuss men who work in female dominated industries and how men can benefit by their minority status, with an emphasis on the teaching profession. To give the reader a deeper and richer understanding of gendered occupational segregation outside of the SET sector, this chapter focuses on the UK’s finance sector. This sector is a particularly relevant and interesting sector to add to the discussions, as in both the UK and the USA, women hold an approximately equal percentage of the workforce as a whole, yet they are concentrated in the low paying, less prestigious jobs, and at the lower echelons of the sector.

How ‘Modern’ is the Modern Apprenticeship?

2005 ◽  
Vol 20 (3) ◽  
pp. 294-304 ◽  
Author(s):  
Jim Campbell ◽  
Ailsa Mckay ◽  
Emily Thomson
Keyword(s):  
Human Capital ◽  
Gender Equality ◽  
Occupational Segregation ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Training Policy ◽  
The Government ◽  
Skills Shortages ◽  
And Training ◽  
Missed Opportunity

Despite the fact that some sectors of industry are facing major skills shortages, the Scottish labour market continues to be characterised by occupational segregation and a large disparity between the wages of women and men. The concentration of individuals in occupations and training based on their gender effectively restricts the pool of potential recruits to industry and is unlikely to make the best use of human capital. Moreover, it obstructs the pursuit of gender equality by reinforcing the gender pay gap and restricting individual career choices. This paper reports on the government's flagship training policy, the Modern Apprenticeship programme, from a gender perspective. It concludes that, ten years on from its introduction, the scheme represents something of a ‘missed opportunity’ to tackle occupational segregation and its deleterious effects in the wider economy and in society at large. It is recommended that the government and organisations involved in the development and delivery of Modern Apprenticeships adopt a more conscious and cohesive approach to promoting non-traditional choices at the vocational level.

The Effect of the External Labor Market on the Gender Pay Gap among Executives

ILR Review ◽  
2016 ◽  
Vol 70 (1) ◽  
pp. 132-159 ◽  
Author(s):  
Cristina Quintana-García ◽  
Marta M. Elvira
Keyword(s):  
Labor Market ◽  
Empirical Studies ◽  
The United States ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Representation Of Women ◽  
Top Executives ◽  
Technology Firms ◽  
Variable Pay ◽  
High Technology Firms

To date, few empirical studies have explored potential differences in the effects of external labor market hiring on the compensation of male and female managers. Using longitudinal data from a sample of public high-technology firms on individual top executives’ total compensation in the United States, and the separate components of base and variable pay, the authors study the effects of being an external hire for men and women. The results suggest that women who are external labor market hires are disadvantaged, in both base and variable compensation, compared with internal placements. The analyses also provide some evidence that having greater representation of women in top positions reduces the disadvantaging effects for women of being an external hire.

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