The gender pay gap in the Australian nursing workforce: A retrospective observational study

Abstract

Aim

To explore the gender pay gap among the Australian nursing workforce and identify reasons for such a gap.

Background

Gender discrimination exists in nursing, with men having a higher rate of pay and a faster rate of career progression, irrespective of experience and qualifications. In addition, men are shown to have a greater representation in leadership roles compared to the proportion of men in the profession.

Methods

The study uses a retrospective, observational survey design of graduate nurses from all Australian universities.

Findings

The gender wage gap was around 4% at six months after graduation, increasing to 13% at three years after graduation, favouring nurses who are men. Men also reported being more overqualified than women upon graduation. In addition, graduates who were overqualified had a 21% disparity in pay. Nursing graduates from non-English speaking backgrounds and lower socioeconomic backgrounds had an increased probability of being underemployed.

Conclusions

Overall, nurses who were men are earning a higher wage than women nurses upon graduation and at three years post-graduation in Australia. These findings, despite an enterprise bargaining agreement, are consistent with the gender pay disparity gap in Australia and with international research on this topic. Of note from this study is the notion that men are working unsociable hours and weekends and are, therefore, receiving penalty rates that increase their wages. This notion is also consistent with the current ideology in Australia of men being breadwinners despite changes in gender equality in the country.

Implications for nursing management

Organisations need to offer flexible work environments that will allow women to re-enter the workforce while caring for dependents. This can include shorter shifts allowing women to work flexible hours to care for dependents, job sharing with other nurses of similar skill level and working across multiple areas to allow for flexibility. In addition, healthcare organisations should increase support and promote positive practice environments, including wages in order to sustain and retain the future workforce.