HJBR Sep/Oct 2023

HEALTHCARE JOURNAL OF BATON ROUGE I  SEP / OCT 2023 59 Rebekah Gee, MD, MPH, MSHPR, FACOG CEO/Founder Nest Health The COVID-19 pandemic has further underscored the gender pay gap in health- care, withwomen being disproportionately affected and often working in lower-pay- ing roles. The Kaiser Family Foundation’s 2021 report reveals that women comprise 76% of healthcare workers earning less than $30,000 per year. In Louisiana, female medical providers face substantial disparities in compensa- tion compared to their male counterparts. A 2020 report by Doximity revealed that Louisiana ranked 49th out of 50 states in terms of gender pay equity among physi- cians. The study highlighted those female physicians in Louisiana earned an aver- age of 30.6% less than male physicians. Although there has been a slight decrease in the gender pay gap over the years, it re- mains significant in Louisiana. To address this pressing issue, health- care organizations must take proactive measures to promote gender equality in the workplace. Given that women consti- tute a majority of healthcare profession- als, approximately 76% according to the Bureau of Labor Statistics, it is crucial to value and compensate women physicians equally to their male counterparts. Understanding the challenges faced by women in juggling their professional re- sponsibilities and family obligations pro- vides a starting point for effecting positive change. Many women are burdened with caring for children, managing household duties, and attending to elderly parents. Offering flexible work arrangements such as remote work options, flexible schedules, paid maternal leave, subsidized childcare, and eldercare support can empower wom- en to break free from traditional norms. Creating inclusive workplaces within the healthcare sector is also paramount. Numerous healthcare organizations are actively working toward inclusivity by promoting diversity and equity in their hiring practices, providing unconscious bias training, and establishing employee resource groups for underrepresented populations. Additionally, advocating for policy change is vital. Healthcare organizations should support policies that address gen- der pay gaps, including measures such as pay transparency laws, equal pay legisla- tion, and increased funding for childcare and eldercare support. In recognition of the importance of tackling the gender pay gap, healthcare organizations are taking steps to promote gender equality and fos- ter a more equitable work environment. While the gender pay gap in healthcare presents a persistent challenge, there is reason for hope. The growing awareness of this issue and the increasing commitment from healthcare organizations to address it signify a positive shift toward gender equality. By implementing proactive mea- sures, supporting policies that promote transparency and fairness, and foster- ing inclusive workplaces, we can create a future where healthcare professionals, regardless of gender, are valued and com- pensated equitably. n REFERENCES 1 Whaley, C.M.; Koo, T.; Arora, V.M; et al. “Female Physicians Earn An Estimated $2 Million Less Than Male Physicians Over A Simulated 40-Year Career.” Health Affairs 40, no. 12 (December 2021). https://www.healthaffairs.org/doi/10.1377/ hlthaff.2021.00461. 2 Bureau of Labor Statistics. “Over 16 million women worked in health care and social as- sistance in 2021.” The Economics Daily (March 7, 2022). https://www.bls.gov/opub/ted/2022/ over-16-million-women-worked-in-health-care- and-social-assistance-in-2021.htm ABSTRACT: This journal article highlights the persistence of the gender pay gap in the healthcare industry based on recent studies. It discusses the wage disparities among female physicians and nurses, even after considering factors such as specialty, experience, and productivity. The COVID-19 pandemic has further magnified the gender pay gap, particularly affecting women in lower-paying healthcare roles. To promote gender equality in healthcare, it is essential for organizations to implement measures addressing the gender pay gap and to create inclusive workplaces. Providing flexible work arrangements, paid maternal leave, childcare, and eldercare support can help break the status quo and support women in balancing their professional and family responsibilities. Additionally, advocating for policy changes such as pay transparency laws, equal pay legislation, and increased funding for childcare and eldercare support is crucial. Healthcare organizations are increasingly recognizing the importance of addressing the gender pay gap and are actively working toward promoting gender equality in the workplace. Recent studies reveal that despite ad- vancements, the gender pay gap persists in the healthcare sector. Notably, a 2021 re- port by the American Medical Association indicates that female physicians earn 25% less than their male counterparts, even after accounting for factors like specialty, experience, and productivity. Similarly, a 2020 study published in Health Affairs shows that female nurses earn 3% less than male nurses, with the gap increasing to 7% for nurses with over 10 years of ex- perience.