3427University of New Brunswick, Fredericton, New Brunswick, Canada.
New Brunswick Institute for Research, Data and Training, Fredericton, New Brunswick, Canada.
Healthc Manage Forum. 2023 Jan;36(1):49-54. doi: 10.1177/08404704221104435. Epub 2022 Jun 29.
It is important for health organizations to monitor progress toward gender equity and inclusion goals among health human resources. Within the Canadian healthcare management workforce, however, recent investigations are lacking. This study examines gender differences in composition and compensation among health leadership in Canada using national census data. Findings show that although women represent over half (57%) of senior managers in health and social services, the pipeline from middle management (72%) suggests persistent career barriers disproportionately affect women. Women health and social care managers' earnings averaged $0.83-.89 for every dollar that a man earned. The gender wage gap remained statistically significant, with women health managers earning 12-20% less than men, after adjusting for age, education and other characteristics. Dynamic decomposition analyses highlighted that most of the gender wage gap could not be explained within the available data-a finding attributable, at least in part, to (unmeasured and unmeasurable) gender discrimination.
健康组织有必要监测卫生人力资源方面实现性别平等和包容性目标的进展情况。然而，在加拿大医疗保健管理劳动力中，最近的调查却缺乏这方面的信息。本研究使用全国人口普查数据，考察了加拿大卫生领导人员构成和薪酬方面的性别差异。研究结果表明，尽管女性在卫生和社会服务领域的高级管理人员中占一半以上（57%），但从中层管理人员（72%）的晋升情况来看，持续存在的职业障碍对女性的影响不成比例。女性卫生和社会保健管理人员的收入平均为男性收入的 0.83-0.89 美元。在调整了年龄、教育和其他特征后，性别工资差距仍然具有统计学意义，女性卫生管理人员的收入比男性低 12-20%。动态分解分析强调，大部分性别工资差距无法用现有数据来解释——这一发现至少部分归因于（未测量和不可测量的）性别歧视。
