Table 4 - uploaded by Barbara Wilson
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Source publication
Purpose:
No studies quantify the labor market disparities between nurses with and without activity difficulties (physical impairment or disability). We explore disparate treatment of nurses with activity difficulties at three margins of the labor market: the ability to get a job, the relative wage rate offered once a nurse has a job, and the annua...
Context in source publication
Context 1
... percentile shift model for comparison aggregates to Gini coefficients, bounded between −1 (males receive the maximum disparate treatment with no wage overlap) and 1 (females receive the maximum disparate treat- ment with no wage overlap to the males-the lowest wage male makes more than the highest wage female), and was previously employed by Butler, Johnson, and Wilson (2012) and Wilson, Butler, and Butler (2016) and conceptually developed by Butler and McDonald (1987). Table 4 presents the RGIs for nurses and compares then with the same RGIs for teachers. Overall, there was more gender inequality in nurses' pay than there was in teachers' pay (.2 signifies considerably more inequal- ity than .14). ...
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Citations
... The decision to leave a job may also occur when accommodations in the workplace are not provided, or the nurse or midwife is subjected to discrimination or hostility (Neal-Boylan et al., 2011;Neal-Boylan & Miller, 2015). A disability may also lead to reduced available shifts, job opportunities (Tei-Tominaga et al., 2014), or the need to work in a position other than nursing (Wilson et al., 2016). ...
... In 19 studies, the professional issues experienced by nurses or midwives were discussed. A colleague's or patient's interpretation of disability can influence acceptance of care from a nurse or midwife with a disability, notably if the ability to perform specific tasks decreases (Wilson et al., 2016). Living with a disability may restrict the nurse or midwife with disabilities to low-acuity work environments, with high-acuity settings either unwilling or unable to provide the necessary support (Matt, 2012). ...
... 2018), Boniface et al. (2016), Joyce et al. (2012), Killough (2019), Levi et al. (2021), Lövgren et al. (2014), Matt (2012), McDaniel and Morris, (2020), Neal-Boylan et al. (2011), Neal-Boylan (2012, 2019), Neal-Boylan and Miller (2015), Oates et al. (2017), Perry et al. (2015), Peterson (2017), da Silva and Baptista (2013), Tei-Tominaga et al. (2014), de Wijn and van der Doef(2020)andWilson et al. (2016) ...
Aim
To identify the extent and type of evidence exploring the workplace experiences of nurses and midwives with disabilities.
Design
Scoping Review.
Data Sources
Four electronic databases were systematically searched in February 2022 to identify studies discussing the experiences of nurses and midwives with disabilities, published between 2012 and 2022. Google Scholar and Theses Global were also searched.
Review Methods
All search results, irrespective of their format, were uploaded to Covidence to assist with the selection of evidence. Studies discussing the experiences of nurses and midwives with disabilities were included. Two reviewers conducted screening and data extraction independently, and a third reviewer resolved conflicts.
Results
Searches identified 130 studies. After screening for title and abstract, full‐text review identified 23 studies for data extraction and analysis. Data were summarized and presented in tabular form under two categories (1) workplace experiences and (2) impact in the workplace. Results were presented in a descriptive, narrative form with accompanying tables.
Conclusion
The nurse or midwife can be impacted significantly by disability. Currently, little is known about the workplace experiences of nurses and midwives with disabilities. Therefore, a better understanding of the experiences of the nurse and midwives with disabilities is important to increase diversity, equity, accessibility, and inclusion.
Impact
Shortage of nurses and midwives worldwide highlights the need to understand why nurses and midwives with disabilities decide to leave the profession. Further research exploring the experiences of nurses or midwives with disabilities will help identify support requirements, develop frameworks for reasonable adjustment accommodations, and assist with future workforce planning.
The EQUATOR guidelines for PRISMA have been met.
No Patient or Public Contribution.
... This finding is notable when considering wage differences between men and women, and the reasons for these wage differences that are often proposed. Although this study did not examine the wage differentials of male and female LPNs, it is important to note that despite the similar rates of workforce participation, compensation differences between male and female nurses have been reported elsewhere in the literature (Jones & Gates, 2004;Muench et al., 2015;Spetz, 2016;Wilson, 2016). In a survey of RN and LPN compensation, for example, Stokowski et al. (2019) identified a salary gap of $4,000 per year between male and female LPNs. ...
As the U.S. population ages and the demand for long-term care increases, an insufficient number of licensed practical nurses (LPNs) is expected in the nursing workforce. Understanding the characteristics of LPN participation in the workforce is essential to address this challenge. Drawing on the theory of boundaryless careers, the authors examined longitudinal employment data from LPNs in North Carolina and described patterns in LPN licensure and career transitions. Two career patterns were identified: (a) the continuous career, in which LPNs were licensed in 75% or more of the years they were eligible to be licensed and (b) the intermittent career, in which lapses in licensure occurred. Findings indicated that LPNs who made job transitions were more likely to demonstrate continuous careers, as were Black LPNs. These findings suggest the importance of organizational support for LPN career transitions and support for diversity in the LPN workforce.
... The probability of older nurses sustaining such injuries and acquiring disability is made even more likely because of the physically strenuous nature of nursing work [9] and the concurrent risk for violence [11]. Recent data reveals a significant positive correlation between age and incidence of nurses working with some form of physical or mental impairment [12]. This finding was consistent with other data indicating that the likelihood of individuals experiencing disability increases with age [12]. ...
... Recent data reveals a significant positive correlation between age and incidence of nurses working with some form of physical or mental impairment [12]. This finding was consistent with other data indicating that the likelihood of individuals experiencing disability increases with age [12]. ...
In most industrialized countries, the nursing workforce, an overwhelmingly numerically female dominant profession, is aging.[1] Analysis of data suggests that this is due to interrelated social and economic factors pushing nurses towards later retirement. Nurses are choosing to remain in the workforce longer, delaying retirement for reasons that include economic and financial necessity, continued desire to care for others and meet professional goals[2], and positive life-span development that is attributable to increased life expectancy and longevity.[1-2] Apart from intrinsic motivators, there is also a growing drive to increase the labour market participation of older individuals in response to shifting population structures secondary to population aging.[2, 3-5] In occupations such as nursing where skills shortages are already being experienced, population aging threatens to deepen this existing problem.[6]
Older nurses represent a pool of untapped human capital. Through their accumulated experience and resulting expertise, older working nurses present a number of benefits for economic growth and social welfare. However, if these benefits are to be derived from the continued participation of older nurses in the labour market, the intersecting challenges that they experience in the workplace must be recognized and addressed. The intersectionality of the physicality of nursing work, its embeddedness in gender-based power relations, the health care consequences of population aging, and the increased risk of disability and other outcomes associated with working when older must be taken into consideration in designing healthy, age-friendly work environments where a diversity of nurses can thrive.
... Several international [14][15][16][17][18][19][20] and Peruvian studies [21,22], most of them developed in physicians, showed evidence that the existing labor discrimination in the health system is mainly mediated by gender. A study conducted by Carvajal et al. [23] also showed this disparity in pharmacists in the United States; men had better income than their female counterparts. ...
Wage is a key element for the performance of the health professional. Because of that, an observational study was carried out based on the secondary analysis of the main results from the "National Survey of University Graduates and Universities (NSUGU), 2014" to identify the conditioning factors of inequality in accessing to the labor market and low wage of Peruvian pharmacists. Chi square, crude Odds Ratio (cOR) and adjusted Odds Ratio (aOR) with 95% confidence interval were calculated. In the bivariate analysis the work not related to pharmaceutical training exposed pharmacists to almost four and a half times the risk of a remuneration lower than 1000 PEN compared to those who had a job related to their professional training (cOR=4.473) and it increased to six times in the multivariate analysis (cOR=5.938). Women were less likely to have this remuneration than men (cOR = 0.544) and maintained this characteristic in the multivariate analysis. The graduation from a public university was a protective factor of remuneration lower than 1000 PEN in the multivariate analysis, but not in the bivariate analysis. Women and graduates from public universities are more likely to be unemployed, while exposure to low income is measured by occupation not related to professional training.
... A positive value indicates disparate treatment of females, relative to males, based on differences in their market wage functions. This percentile shift model for comparison aggregates to Gini coefficients, bounded between −1 (males receive the maximum disparate treatment with no wage overlap) and 1 (females receive the maximum disparate treatment with no wage overlap to the males-the lowest wage male makes more than the highest wage female), and was previously employed by Butler, Johnson, and Wilson (2012) and Wilson, Butler, and Butler (2016) and conceptually developed by Butler and McDonald (1987). Table 4 presents the RGIs for nurses and compares then with the same RGIs for teachers. ...
Background:
The gender pay gap in the United States is an ongoing issue, affecting women in nearly all occupations. Jobs traditionally associated with men tend to pay better than traditionally female-dominated jobs, and there is evidence to suggest within-occupation gender pay differences as well.
Purpose:
We compared and contrasted gender wage disparities for registered nurses (RNs), relative to gender wage disparities for another female-dominated occupation, teachers, while controlling for sociodemographic factors.
Methods:
Using data in the American Community Survey, we analyzed the largest U.S. random representative sample of self-identified RNs and primary or secondary school teachers from 2000 to 2013 using fixed-effects regression analysis.
Results:
There is greater disparity between nurse pay by gender than in teacher pay by gender. In addition, the net return in wages for additional education is higher for school teachers (21.7%) than for RNs (4.7%).
Conclusions:
Findings support preferential wages for men in nursing, more so than for men in teaching.
Clinical relevance:
The substantial gender disparities are an indirect measure of the misallocation of resources in effective patient care.
