國立虎尾科技大學 |

Closing the Gender Pay Gap in Medicine = A Roadmap for Healthcare Organizations and the Women Physicians Who Work for Them /

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Closing the Gender Pay Gap in Medicine/ edited by Amy S. Gottlieb, MD, FACP.
其他題名:	A Roadmap for Healthcare Organizations and the Women Physicians Who Work for Them /
其他作者:	Gottlieb, MD, FACP, Amy S.
面頁冊數:	IX, 93 p. 10 illus., 7 illus. in color.online resource. :
Contained By:	Springer Nature eBook
標題:	Health Administration. -
電子資源:	https://doi.org/10.1007/978-3-030-51031-2
ISBN:	9783030510312

Closing the Gender Pay Gap in Medicine = A Roadmap for Healthcare Organizations and the Women Physicians Who Work for Them /
Closing the Gender Pay Gap in MedicineA Roadmap for Healthcare Organizations and the Women Physicians Who Work for Them /[electronic resource] :edited by Amy S. Gottlieb, MD, FACP. - 1st ed. 2021. - IX, 93 p. 10 illus., 7 illus. in color.online resource.

Introduction: How Healthcare Organizations Can Benefit from a Roadmap to Close the Gender Pay Gap -- Organizational Culture, Practices, and Patterns of Interaction that Drive the Gender Pay Gap in Medicine – Second-Generation Gender Bias and Other Complexities -- How Compensation Is Determined and Potential Pitfalls for Pay Equity -- Regulatory and Legal Considerations Regarding Salary Equity -- Utilizing Change Management Principles to Establish Organizational Infrastructure and Operations that Drive Salary Equity -- Organizational Strategies to Support the Culture Change Necessary to Sustain Salary Equity -- Exemplar – Closing the Gender Pay Gap at the Medical College of Wisconsin -- A Roadmap for Closing the Gender Pay Gap in Medicine: How Organizations Can Begin the Journey.

Women now represent over half of medical school matriculants, almost half of residents and fellows, and over a third of practicing physicians nationally. Despite considerable representation among the physician workforce, women are paid 75 cents on the dollar compared with their male counterparts after accounting for specialty, geography, time in practice, and average hours per week worked. This pay gap is significantly greater than the one reported for US women workers as a whole and has shown little improvement over time. While much has been written about the problem, a robust discussion about how to rectify the situation has been missing from the conversation. Closing the Gender Pay Gap in Medicine is the first comprehensive assessment of how cultural expectations and compensation methodologies in medicine work together to perpetuate salary disparities between men and women physicians. Since the gender gap reflects a convergence of forces within our healthcare enterprises, achieving pay equity can be an overwhelming undertaking for institutions and their leaders. However, compensation is foremost a business endeavor. Therefore, a roadmap for operationalizing equity within the finance, human resources, and compliance structures of our organizations is critical to eliminating disparities. The roadmap described in this book breaks down the component parts of compensation methodology to reveal their unintentional impact on salary equity and lays out processes and procedures that support new approaches to generate fair and equitable outcomes. Additionally, the roadmap is anchored in change management principles that address institutional culture and provide momentum toward salary equity. The book begins with a review of the evidence on the gender pay gap in medicine. The following chapter discusses how gender-based differences in performance assessments, specialty choice, domestic responsibilities, negotiation, professional resources, sponsorship, and clinical productivity accumulate across women’s careers in medicine and impact evaluation, promotion, and therefore compensation in the healthcare workplace. The next two chapters focus, respectively, on how compensation is determined - highlighting potential pitfalls for pay equity - and regulatory and legal considerations. Chapters 5 and 6 explore organizational infrastructure, salary data collection and analysis, and culture change strategies necessary to rectify compensation inequities. Chapter 7 offers a detailed account of one medical institution’s successful journey to achieve salary equity. The book’s final chapter emphasizes that closing the gender pay gap is at its essence a business endeavor and recommends that organizations assess progress and cost with the same attention, rigor, and regularity as afforded other operating expenses. Closing the Gender Pay Gap in Medicine offers a detailed roadmap for healthcare organizations seeking to close the gender pay gap among their physician workforce. This first-of-its-kind book will assist institutions plan courses of action and identify potential pitfalls so they can be understood and mitigated. It will also prove a valuable resource for transformational leadership and systems-based change critical to attaining compensation equity.

ISBN: 9783030510312

Standard No.: 10.1007/978-3-030-51031-2doiSubjects--Topical Terms:

677396
Health Administration.

LC Class. No.: R729.5.G4

Dewey Class. No.: 610

Closing the Gender Pay Gap in Medicine = A Roadmap for Healthcare Organizations and the Women Physicians Who Work for Them /
LDR:05451nam a22003855i 4500 001 1046338
003 DE-He213
005 20210818150630.0
007 cr nn 008mamaa
008 220103s2021 sz | s |||| 0|eng d
020 $a 9783030510312 $9 978-3-030-51031-2
024 7 $a 10.1007/978-3-030-51031-2 $2 doi
035 $a 978-3-030-51031-2
050 4 $a R729.5.G4
072 7 $a MBPC $2 bicssc
072 7 $a MED029000 $2 bisacsh
072 7 $a MBPC $2 thema
082 0 4 $a 610 $2 23
245 1 0 $a Closing the Gender Pay Gap in Medicine $h [electronic resource] : $b A Roadmap for Healthcare Organizations and the Women Physicians Who Work for Them / $c edited by Amy S. Gottlieb, MD, FACP.
250 $a 1st ed. 2021.
264 1 $a Cham : $b Springer International Publishing : $b Imprint: Springer, $c 2021.
300 $a IX, 93 p. 10 illus., 7 illus. in color. $b online resource.
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
347 $a text file $b PDF $2 rda
505 0 $a Introduction: How Healthcare Organizations Can Benefit from a Roadmap to Close the Gender Pay Gap -- Organizational Culture, Practices, and Patterns of Interaction that Drive the Gender Pay Gap in Medicine – Second-Generation Gender Bias and Other Complexities -- How Compensation Is Determined and Potential Pitfalls for Pay Equity -- Regulatory and Legal Considerations Regarding Salary Equity -- Utilizing Change Management Principles to Establish Organizational Infrastructure and Operations that Drive Salary Equity -- Organizational Strategies to Support the Culture Change Necessary to Sustain Salary Equity -- Exemplar – Closing the Gender Pay Gap at the Medical College of Wisconsin -- A Roadmap for Closing the Gender Pay Gap in Medicine: How Organizations Can Begin the Journey.
520 $a Women now represent over half of medical school matriculants, almost half of residents and fellows, and over a third of practicing physicians nationally. Despite considerable representation among the physician workforce, women are paid 75 cents on the dollar compared with their male counterparts after accounting for specialty, geography, time in practice, and average hours per week worked. This pay gap is significantly greater than the one reported for US women workers as a whole and has shown little improvement over time. While much has been written about the problem, a robust discussion about how to rectify the situation has been missing from the conversation. Closing the Gender Pay Gap in Medicine is the first comprehensive assessment of how cultural expectations and compensation methodologies in medicine work together to perpetuate salary disparities between men and women physicians. Since the gender gap reflects a convergence of forces within our healthcare enterprises, achieving pay equity can be an overwhelming undertaking for institutions and their leaders. However, compensation is foremost a business endeavor. Therefore, a roadmap for operationalizing equity within the finance, human resources, and compliance structures of our organizations is critical to eliminating disparities. The roadmap described in this book breaks down the component parts of compensation methodology to reveal their unintentional impact on salary equity and lays out processes and procedures that support new approaches to generate fair and equitable outcomes. Additionally, the roadmap is anchored in change management principles that address institutional culture and provide momentum toward salary equity. The book begins with a review of the evidence on the gender pay gap in medicine. The following chapter discusses how gender-based differences in performance assessments, specialty choice, domestic responsibilities, negotiation, professional resources, sponsorship, and clinical productivity accumulate across women’s careers in medicine and impact evaluation, promotion, and therefore compensation in the healthcare workplace. The next two chapters focus, respectively, on how compensation is determined - highlighting potential pitfalls for pay equity - and regulatory and legal considerations. Chapters 5 and 6 explore organizational infrastructure, salary data collection and analysis, and culture change strategies necessary to rectify compensation inequities. Chapter 7 offers a detailed account of one medical institution’s successful journey to achieve salary equity. The book’s final chapter emphasizes that closing the gender pay gap is at its essence a business endeavor and recommends that organizations assess progress and cost with the same attention, rigor, and regularity as afforded other operating expenses. Closing the Gender Pay Gap in Medicine offers a detailed roadmap for healthcare organizations seeking to close the gender pay gap among their physician workforce. This first-of-its-kind book will assist institutions plan courses of action and identify potential pitfalls so they can be understood and mitigated. It will also prove a valuable resource for transformational leadership and systems-based change critical to attaining compensation equity.
650 2 4 $a Health Administration. $3 677396
650 1 4 $a General Practice / Family Medicine. $3 593966
650 0 $a Health administration. $3 1105247
650 0 $a General practice (Medicine). $3 1253458
700 1 $a Gottlieb, MD, FACP, Amy S. $e editor. $4 edt $4 http://id.loc.gov/vocabulary/relators/edt $3 1349881
710 2 $a SpringerLink (Online service) $3 593884
773 0 $t Springer Nature eBook
776 0 8 $i Printed edition: $z 9783030510305
776 0 8 $i Printed edition: $z 9783030510329
856 4 0 $u https://doi.org/10.1007/978-3-030-51031-2
912 $a ZDB-2-SME
912 $a ZDB-2-SXM
950 $a Medicine (SpringerNature-11650)
950 $a Medicine (R0) (SpringerNature-43714)