de Beaumont Foundation, Bethesda, Maryland (Dr Chapple-McGruder and Castrucci, and, Ms Heidari); Mel & Enid Zuckerman College of Public Health, Division of Public Health Practice and Translational Research, The University of Arizona, Phoenix, Arizona (Ms Mendoza); Booz Allen Hamilton, Inc, Norfolk, Virginia (Dr Miles); Strategy & Evaluation, Kaiser Foundation Health Plan of Georgia, Atlanta, Georgia (Dr Hilson); Department of Health Policy and Management, College of Public Health, University of South Florida, Tampa, Florida (Dr Wiltshire); Department of Epidemiology, University of Illinois at Chicago, School of Public Health, Chicago, Illinois (Ms Wilder); and State/Territorial Development and Engagement, Association of State and Territorial Health Officials, Arlington, Virginia (Dr Gould).
J Public Health Manag Pract. 2020 Jan/Feb;26(1):46-51. doi: 10.1097/PHH.0000000000000883.
To determine the extent to which gender disparities exist in either obtaining a leadership position or pay equity among those with leadership positions in state governmental public health agencies.
Utilizing the 2014 Public Health Workforce Interests and Needs Survey, a nationally representative cross-sectional study of state governmental public health agency employees, the characteristics of the state governmental public health agency leadership were described. We estimated the odds of being a manager or an executive leader and the odds of leaders earning greater than $95 000 annually for women compared with men using polytomous multinomial regression and logistic regression models, respectively.
The Public Health Workforce Interests and Needs Survey was conducted via electronic survey at 37 state health departments. This study utilized only those respondents who listed their current position as a supervisory position (n = 3237).
Leadership position and high-earning leadership were the 2 main outcome measures explored. Leadership position was defined as a 3-level ordinal variable: supervisor, manager, or executive leader. High-earning leadership was defined as a member of leadership earning $95 000 or greater.
Women accounted for 72.0% of the overall state governmental public health agency workforce and 67.1% of leadership positions. Women experienced lower odds (odds ratio = 0.55, 95% confidence interval: 0.39-0.78) of holding executive leadership positions than men and lower odds (odds ratio = 0.64, 95% confidence interval: 0.50-0.81) of earning an annual salary greater than $95 000.
While women were represented in similar proportions in the general workforce as in leadership positions, gender disparities still existed within leadership positions. Increased effort is needed to ensure that opportunities exist for women in executive leadership positions and in pay equity. With public health's commitment to social justice and the benefits of diversity to an agency's policies and programs, it is important to ensure that women's voices are equally represented at all levels of leadership.
确定在州政府公共卫生机构中，获得领导职位或领导职位薪酬公平方面，性别差距的程度。
利用 2014 年公共卫生劳动力兴趣和需求调查，这是一项对州政府公共卫生机构员工的全国代表性横断面研究，描述了州政府公共卫生机构领导的特征。我们使用多项式多项回归和逻辑回归模型，分别估计了女性担任经理或执行领导的可能性，以及领导者年收入超过 95000 美元的可能性，与男性相比。
公共卫生劳动力兴趣和需求调查通过电子调查在 37 个州卫生部门进行。本研究仅利用那些将其当前职位列为监督职位的受访者（n=3237）。
领导职位和高收入领导是探索的 2 个主要结果测量。领导职位被定义为一个 3 级有序变量：主管、经理或执行领导。高收入领导被定义为领导职位中的一员，收入为 95000 美元或更高。
女性占州政府公共卫生机构劳动力的 72.0%，占领导职位的 67.1%。与男性相比，女性担任执行领导职位的可能性较低（优势比=0.55，95%置信区间：0.39-0.78），年收入超过 95000 美元的可能性也较低（优势比=0.64，95%置信区间：0.50-0.81）。
虽然女性在一般劳动力中的比例与领导职位相似，但领导职位中仍存在性别差距。需要加大努力，确保女性在执行领导职位和薪酬公平方面有机会。公共卫生致力于社会正义，多样性对机构政策和计划的益处，因此，确保女性在各级领导中有平等的代表权非常重要。
