Medical Professions: The Status of Women and Men
The Center for Research on Gender in the Professions provides its own analysis of gender within the professions of medicine. This case study, co-authored by CRGP Graduate Student Affiliate Stacy Williams, Graduate Fellow Laura Pecenco, and Director Mary Blair-Loy, utilizes contemporary data and historical comparisons to provide evidence for the persistence of inequality within the field today.
Gender Pay Gap among Medical Researchers
Female medical researchers earn approximately $12,000 less per year than their male colleagues. Challenging the notion that choices, such as working fewer hours or specializing in lower-paying fields, explain this persistent gender wage gap, a team of researchers, lead by Reshma Jagsi, MD, DPhil, found that this pay gap holds even after controlling for hours, field of speciality, publications, academic rank, and leadership positions. Click here for an interview with Dr. Jagsi. The full set of findings, entitled "Gender Differences in the Salaries of Physician Researchers," is published in the Journal of the American Medical Association. An article in the Huffington Post discusses the findings, noting the concern that women may not ask for raises as often as men.
Few Women Faculty at Dental Schools
New AAMC report on Women in Academic Medicine
Gendered Recommendation Letters
News and Events
Little Change in the Gender Wage Gap
September 2014 Census Bureau data indicates that in 2013 full-time, year-round working women earned 78% of the pay of their male counterparts. This gender wage gap has remained consistent since 2007. Although factors such as hours worked, educational differences, and job type account for some of this pay difference, 10-40% of the gender wage gap is unexplained. The Center for American Progress recommends seven steps to reduce the gap, including raising the minimum wage, supporting pay transparency, and passing sick days legislation.
Project PAINT: The Prison Arts INiTiative
CRGP Graduate Fellow Laura Pecenco's dissertation, entitled "Paint in the Can: Creating Art and Gender in Prison," is a multi-method analysis of the diverse ways in which gender is performed by men in prison art programs. As part of her dissertation research, Pecenco founded Project PAINT: The Prison Arts INiTiative, a visual arts program at the Richard J. Donovan Correctional Facility. Her program has recently been featured as the cover story of San Diego CityBeat and on both Midday Edition and Evening Edition of KPBS. Project PAINT has also now received funding from a partnership of the California Arts Council and the California Department of Corrections and Rehabilitation to expand programming.
Workplace Flexibility Stigma
A new study by CRGP Senior Academic Affiliate Erin Cech and Founding Director Mary Blair-Loy has found that flexibility stigma among science faculty is a problem for even childless workers. The article, "Consequences of Flexibility Stigma for Academic Scientists and Engineers," reports that professionals who acknowledge the existence of a flexibility stigma in their workplaces are more likely to consider leaving their places of employment, are less satisfied with their jobs, and feel that they have a more difficult time achieving work-life balance than those who do not indicate the presence of such a stigma. Find more information on this research in Inside Higher Ed and Work in Progress, the blog of the American Sociological Association's Organizations, Occupations, and Work Section.
ASA OOW Blog: Work in Progress
Work in Progress, the blog of the Organizations, Occupations, and Work section of the American Sociological Association, provides a sociological perspective on matters related to work as a complement to more mainstream accounts of the subject. The blog is written for the general public, showcasing recent sociological research in the field. Work in Progress recently featured a post with sociologists Julie Kmec, Lindsey Trimble O'Connor, and Scott Schieman, a CRGP Senior Academic Affiliate, regarding the penalties many working mothers believe they face when they adjust their work schedules after having children. Unlike the men in the sample who made similar schedule changes, these mothers report that they feel ignored and are asked to perform the least desirable tasks at their workplaces, whether they reduce or increase their work hours; the authors attribute such reactions by employers and co-workers to perceived violations of norms of "ideal workers" and of cultural expectations of mothers.