Measuring and testing for gender discrimination in physician pay: English family doctors

Gravelle, Hugh; Hole, Arne Risa; Santos, Rita

doi:10.1016/j.jhealeco.2011.05.005

Cited by 37 publications

(54 citation statements)

References 47 publications

(60 reference statements)

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“…Different versions of this technique are widely applied in health economic literature (e.g. Wagstaff et al, 2003;Bauer et al, 2007;Gravelle et al, 2011). To match our count data regression models, we apply a nonlinear extension of Blinder-Oaxaca decomposition.…”

Section: Methodsmentioning

confidence: 99%

A closer look at the rural-urban health disparities: Insights from four major diseases in the Commonwealth of Virginia

Zeng

You

Mills

et al. 2015

Social Science & Medicine

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Section: Methodsmentioning

confidence: 99%

A closer look at the rural-urban health disparities: Insights from four major diseases in the Commonwealth of Virginia

Zeng

You

Mills

et al. 2015

Social Science & Medicine

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“…Some researchers suggest that there is no significant gender-based wage discrimination (Deininger, Jin & Nagarajan, 2013). Others find that salary differences exist, but there is no evidence (Gravelle, Hole & Santos, 2011;Nadeau, Walsh & Wetton, 1993) or else there is weak evidence of gender discrimination (Gravelle et al, 2011). Some researchers (see Stanley & Jarrell, 1998) maintain that there is considerable agreement on the existence of gender wage discrimination, but say that the estimates of its magnitude vary widely.…”

Section: Literaturementioning

confidence: 99%

“…The difference in income and wages is worth noting. The income of female family doctors in the United Kingdom is 70 per cent of that of their male counterparts and their wages (hourly income) constitute 89 per cent of male doctors' wages (Gravelle et al, 2011). Meta-regression analysis reveals that the estimated gender gap has been steadily narrowing (Stanley & Jarrell, 1998).…”

Section: Literaturementioning

confidence: 99%

Gender-based discrimination in South Africa: A quantitative analysis of fairness of remuneration

Steyn

Jackson

2015

SAJEMS

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Equity is important to most individuals and its perceived absence may impact negatively on individual and organisational performance. The concept of equity presupposes fair treatment, while discrimination implies unfair treatment. The perceptions of discrimination, or being treated unfairly, may result from psycho-social processes, or from data that justifies discrimination and is quantifiable. Objectives: To assess whether differences in post grading and remuneration for males and females are based on gender, rather than on quantifiable variables that could justify these differences. Method: Biographical information was gathered from 1740 employees representing 29 organisations. The data collected included self-reported post grading (dependent variable) and 14 independent variables, which may predict the employees’ post gradings. The independent variables related primarily to education, tenure and family responsibility. Results: Males reported higher post gradings and higher salaries than those of females, but the difference was not statistically significant and the practical significance of this difference was slight. Qualification types, job specific training, and membership of professional bodies did not affect post grading along gender lines. The ways in which work experience was measured had no influence on post grading or salary for either males or females. Furthermore, family responsibility, union membership and the type of work the employees performed did not influence the employees’ post grading. The only difference found concerned the unfair treatment of males, particularly those who were well-qualified. Conclusions: Objective evidence of unfair gender-based discrimination affecting post grading and salary is scarce, and the few differences that do occur have little statistical and practical significance. Perceptions of being discriminated against may therefore more often be seen as the result of psycho-social processes and are not necessarily the result of justifiable differences in education, tenure and family responsibility.

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“…We examine annual earnings as opposed to hourly wages because an earnings model of hourly wages is misspecified if earnings are not proportional to hours worked (Cheng et al 2011;Gravelle et al 2011). Given that total earnings are increasing in working hours, we include annual hours worked an explanatory variable, which is constructed using information on total weekly hours worked, and the number of weeks worked per year.…”

Section: Physician Earnings Modelmentioning

confidence: 99%

“…For example, Schurer et al (2012) find that differences in hours worked explain 53 percent of the earnings gap among male and female Australian General Practitioners. An important issue in the earnings differential literature is the question of whether the marginal returns to working hours decreases with the number of hours worked, and this has been analysed for medical doctors (Conrad et al 2002;Gravelle et al 2011) as well as solicitors (McNabb and Wass 2006).…”

Section: Introductionmentioning

confidence: 99%

Attrition Bias in Panel Data: A Sheep in Wolf's Clothing? A Case Study Based on the MABEL Survey

Cheng

Trivedi

2014

SSRN Journal

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This paper investigates the nature and consequences of sample attrition in a unique longitudinal survey of medical doctors. We describe the patterns of non-response and examine if attrition affects the econometric analysis of medical labour market outcomes using the estimation of physician earnings equations as a case study. We compare the econometric estimates obtained from a number of different modeling strategies: balanced versus unbalanced samples; an attrition model for panel data based on the classic sample selection model; and a recently developed copula-based selection model. Descriptive evidence show that doctors who work longer hours, have lower years of experience, are overseas trained, and have changed their work location are more likely to drop out. Our analysis suggests that the impact of attrition on inference about earnings of General Practitioners is small. For specialists, there appears to be some evidence for an economically significant bias. Finally we discuss how the top-up samples in the MABEL survey can be used to address the problem of panel attrition.

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Measuring and testing for gender discrimination in physician pay: English family doctors

Cited by 37 publications

References 47 publications

A closer look at the rural-urban health disparities: Insights from four major diseases in the Commonwealth of Virginia

A closer look at the rural-urban health disparities: Insights from four major diseases in the Commonwealth of Virginia

Gender-based discrimination in South Africa: A quantitative analysis of fairness of remuneration

Attrition Bias in Panel Data: A Sheep in Wolf's Clothing? A Case Study Based on the MABEL Survey

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