Gender Inequality in the Healthcare Industry

A recent article from Modern Healthcare shed light on the ongoing gender pay gap in healthcare. The disparity is prevalent regardless of ranking in the chain of command; women CEOs of hospitals earn 22% less than their male counterparts, and male nurses on average earn $5,000 more annually than female nurses (even though they comprise just 5% of the nurse workforce).

Furthermore, a recent article from CNN Money states that among all physicians, females earn an average of 74 cents to every dollar a man makes, according to a new report from Doximity, a social network for healthcare professionals.

As a healthcare recruitment firm, we found these statistics disheartening. Equal opportunity is something we take very seriously at Jordan Search Consultants in our own workforce and in the services we provide to our clients. Not only do these wage gaps put women at a disadvantage in their long-term earnings potential, but also the ability to pay off large loans that tend to accompany any schooling related to their field.

Why Are Women Earning Less Than Men?

An April 2017 article from US News & World Report states that conscious and unconscious stereotypes drive these pay disparities. For example, an experiment done in 2012 showed that when given two resumes, one named John and one named Jennifer, science professors hiring a lab manager offered John $4,000 more than they would have offered Jennifer. Research also shows that women tend to fall out of contention for top hospital spots between five years and 15 years post-graduation because that’s when they start thinking about families or have to care for parents.

Working Toward a Solution

The income disparity as well as the far fewer numbers of women in C-Suite executive positions speak to biases brought to hospital cultures. It’s a prime example of why it’s so important to consider your organization’s culture throughout your hiring processes. As your organization prepares for recruitment, we encourage you to assess your company culture and ensure that these implicit biases are addressed. If you’re unsure where to begin, consider this white paper we’ve put together to help organizations define their culture to attract and retain top talent. In addition, we are always happy to help in your assessment. Email djlarson@jordansc.com to learn more.

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