Diversity, Pay Equity, and Pay in Social Work and Other Professions

Lewis, Gregory B.

doi:10.1177/0886109917747615

Cited by 24 publications

(12 citation statements)

References 41 publications

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“…Social workers who participated in this research were older, with 57.9% (n = 81) reported to be aged 50 and over and most of them were female (93.6%, n = 131). The age group and high percentage of female participants also mirrored the aging workforce and a "female-dominated profession" found in other social work studies (Lewis, 2018;Yeung, Mooney, English, & O'Donohue, 2020). Most of the respondents identified themselves as New Zealand European/ Pākehā (75.0%, n = 105).…”

Section: Resultssupporting

confidence: 58%

Aotearoa New Zealand social workers and their views of inclusion of animals in social work practice – A descriptive study

Yeung¹,

Robertson

Sandford-Reed

2020

ANZSWJ

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PURPOSE: Given the benefits of the human–animal bond (HAB), animals are being used in a range of social work settings. It is important to gain a more in-depth understanding of social work practitioners’ knowledge and actions in these interactions. The purpose of this study was to examine the views and knowledge of social workers in relation to the HAB in Aotearoa New Zealand. METHODS: A survey using an online portal was administrated to qualified social workers via professional and community networks to assess their exposure, level of knowledge, support, training, and barriers to animal–human relations. RESULTS: A total of 140 questionnaires were used for analysis. The results, similar to findings from Canada and the United States, indicate that social workers seemed to have high exposure to information about the benefits of HAB and understanding of the connections between animal abuse and child abuse/domestic violence. Only 68% have included animals in their social work practice. The vast majority have had no specific training in HAB. Untested or untrained animals were also reported to have been used in social work intervention practice. The lack of clear workplace policies, support and professional training in HAB were key barriers that inhibited the inclusion of animals in practice. CONCLUSIONS: Lack of understanding over how to include HAB in practice has serious implications for social work. HAB continues to influence and contribute to the lives of families and individuals and social workers have a duty to develop general awareness and knowledge of the benefits to human health and wellbeing of interacting with animals.

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Section: Resultssupporting

confidence: 58%

Aotearoa New Zealand social workers and their views of inclusion of animals in social work practice – A descriptive study

Yeung¹,

Robertson

Sandford-Reed

2020

ANZSWJ

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“…The example of computer programming -in its infancy a female-typed professiondemonstrates that increasing the social status of a profession can be associated with the marginalization of women in this profession (Ensmenger, 2010). Moreover, research suggests that the positive outcomes of increasing the number of men in femaletyped professions are limited to men who receive higher pay compared to women (Budig, 2002;Lewis, 2018). In addition, in interview studies, men in female-dominated professions reported having some advantages that helped them progress more effectively up the career ladder than their female colleagues (Williams, 1992(Williams, , 2013Simpson, 2004).…”

Section: The Impact Of Women Quotas Vs Men Quotasmentioning

confidence: 99%

Women Quotas vs. Men Quotas in Academia: Students Perceive Favoring Women as Less Fair Than Favoring Men

Zehnter

Kirchler

2020

Front. Psychol.

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In this study, we analyze the free verbal associations to the stimuli women quotas and men quotas of 327 medical students. Women and men quotas are characterized by the same modus operandi (i.e., preferential treatment based on sex/gender). However, women quotas help a low-status group, whereas men quotas help a high-status group. In line with a support paradox, that is, the perception that support for women is less fair and less legitimate than support for men, we expected that students would reject women quotas in academia more vehemently than men quotas. Specifically, we hypothesized that students would have more negative and more emotional associations with women quotas than men quotas. As predicted, students had more negative associations with women quotas than with men quotas. However, students did not have more emotional associations with women quotas than with men quotas. In addition, we explored the semantic content of the free associations to identify specific concerns over each quota. Students perceived women quotas as counterproductive, derogatory, and unfair, whereas they perceived men quotas as beneficial and fair. Concerns over the negative perceptions of quota beneficiaries were associated more frequently with women quotas than men quotas. Potential factors underlying students' perceptions of both quotas are discussed.

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“…Some studies rely on internal or nationally representative surveys, which are particularly effective in detecting industry-wide salary biases. For example, several recent studies have used data from the decennial U.S. Census or annual American Community Surveys to examine wage gaps based on both gender and race in the public sector (e.g., Lewis, 2018; Lewis, Pathak, & Galloway, 2018). Several studies used nationally representative surveys of specific populations such as the U.S. National Study of Postsecondary Faculty (Barbezat, 2004; Renzulli et al, 2013), the U.K. National Health Service Survey of Nursing (Pudney & Shields, 2000), or the U.S. Survey of Doctorate Recipients (Ginther, 2004; Ginther & Hayes, 2003; Webber & González Canché, 2015).…”

Section: Salary Studies In the Literaturementioning

confidence: 99%

How to Do a Salary Equity Study: With an Illustrative Example From Higher Education

Taylor

Lahey

Beck

et al. 2019

Public Personnel Management

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Regular salary equity studies can be a best practice among employers committed to salary equity and fairly managed compensation. While a well-constructed salary study can identify inequities for amelioration, a poorly constructed study can create rather than solve problems. Organizations may be deterred from doing these studies because of their inherent analytical challenges. We provide a guide for human resource managers describing how to conduct their own salary studies, how to interpret the results, and how organizations can apply the results. We describe best practices across public sector organizations and illustrate them with an example from higher education. We also provide a link to an online appendix containing sample code that can be used to conduct such analyses using two popular software packages. The twin goals of the article are to increase the quality of salary analyses while reducing the barriers to conducting them.

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Diversity, Pay Equity, and Pay in Social Work and Other Professions

Cited by 24 publications

References 41 publications

Aotearoa New Zealand social workers and their views of inclusion of animals in social work practice – A descriptive study

Aotearoa New Zealand social workers and their views of inclusion of animals in social work practice – A descriptive study

Women Quotas vs. Men Quotas in Academia: Students Perceive Favoring Women as Less Fair Than Favoring Men

How to Do a Salary Equity Study: With an Illustrative Example From Higher Education

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