Gender Differences in Work Status during Early Career of Dentists: An Analysis of National Survey Cohort Data of 10 Years in Japan

Few studies have evaluated gender differences in young dentists’ career focusing on career breaks and return to work. We created a cohort dataset for dentists registered in 2006 using the national survey between 2006–2016 (men, 1680; women, 984), and examined the work setting of dentists by gender 10 years after registration. The proportion of dentists on career break increased each survey year, and was more pronounced in women than in men (2006 to 2016, men, 11.2% to 14.2%; women, 7.9% to 31.0%). The proportion of those who had career breaks between 2006–2016 was 44.8% in men and 62.9% in women. In the multiple logistic regression for examining the associations between those who returned to work compared to those working continuously, in women, the odds ratios (OR) were significantly higher in those working in dental clinics (owner, OR: 5.39; employee, OR: 3.10), and those working part-time (OR: 2.07); however, in men, there was no significant association with part-time work. These results suggest during early career phase, female dentists are more likely than males to take career breaks and choose part-time on returning. These gender differences should be considered for ensuring adequate workforce in dentistry in the future.

A close friend

In A close friend David Walker briefly explores his friend’s medical career break, and how doctors’ needs change over time, with factors such as physical capabilities, changing interests, and tiredness with one’s existing post potentially influencing a career transformation.

Women’s re-entry after a career break: Efficacy of support programs

PurposeThere is a recent organizational focus on increasing and managing gender diversity with stress on supportive policies for working mothers. The purpose of this paper is to examine the effect of one such supportive policy (i.e. completion of company-initiated internship programs) designed to help women return to the workforce post a career break.Design/methodology/approachThe study uses an experimental design to compare the evaluation of a woman applicant who has a career break with the evaluation of a woman applicant who has completed a support program after a career break. Variance in the evaluation of the applicant on the parameters – educational qualification, professional qualification, fit with job description and invite for an interview is tested. The study also examines the effect of individuals’ neosexist attitude on their evaluation of the applicant. Data were collected from 109 participants having an average age of thirty-two years (SD = 5.97), and average work experience of 9 years (SD = 5.20).FindingsResults show that completion of a support program, as well as neosexism, have a main effect on the evaluation of job fit.Practical implicationsResults have implications for employee-training programs, as well as development programs for women re-entering the workforce post a career break.Originality/valueThis paper is the first to study the efficacy of internship programs for re-entry of women, started by various multi-national companies in India. It extends the application of neosexism to such initiatives, which are not affirmative action, highlighting the changing nature of sexism.