Nursing pay by gender distribution in the UK - does the Glass Escalator still exist?

Punshon, Geoffrey; Maclaine, Katrina; Trevatt, Paul; Radford, Mark; Shanley, Oliver; Leary, Alison

doi:10.1016/j.ijnurstu.2019.02.008

Cited by 52 publications

(40 citation statements)

References 28 publications

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“…With respect to gender, the numbers of men registered as NHS nurses have increased from 10.63% in 2004 to 11.5% in 2016 (NMC, 2016), but despite making up 50% of the total UK population (Office for National Statistics, 2012), men remain underrepresented in the NHS nursing workforce (Clifton, Higman, Stephenson, Navarro, & Welyczko, 2018; Evans, 2004). These patterns are similar to those across the world with a few notable exceptions such as Spain, Italy, Tanzania, Israel and Jordan where men are more visible in the nursing workforce (Abu Al Rub, 2007; Achora, 2016; Punshon et al, 2019).…”

Section: Introductionsupporting

confidence: 62%

“…There are a number of international studies that acknowledge the potential advantages that some men experience when they do join the nursing workforce. The particular circumstance of men being in the minority in the nursing profession, yet experiencing accelerated career progression (Evans, 2004) and higher average earnings (Barrett‐Landau, 2014; Punshon et al, 2019) and more equal treatment from male medical practitioners (Ellis et al, 2006) evidences patriarchal advantage within nursing. However, the findings of this study do not concur with these previous studies.…”

Section: Discussionmentioning

confidence: 99%

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British South Asian male nurses' views on the barriers and enablers to entering and progressing in nursing careers

2020

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Aim:To ascertain British South Asian male nurses' views on the barriers and enablers to entering and progressing in nursing education and careers.Background: There is a shortage of men from Black, Asian and Minority Ethnic groups in the National Health Service nursing workforce. There is a dearth of evidence on the views of British south Asian men on this subject. Methods:A qualitative interpretative intersectional approach was used to carry out one-to-one interviews (n = 5) with British South Asian male nurses using a semistructured topic guide. Interviews took place between July 2018 and February 2019, across England. A framework analysis approach was used to analyse the interview transcripts. Results:The main themes emerging as barriers were as follows: poor pay and conditions; negative immediate, extended family, community views; and a lack of knowledge and awareness of the nursing profession. The main themes emerging as enablers were as follows: personal circumstances (including role models) and ethnicity (including the role of religion and masculinity). Conclusion:Findings suggest that the intersection between ethnicity and gender presents as an important enabler, as well as inhibitor, for British South Asian men.Nursing careers and salient barriers exist at a systemic level and include institutional racism. Implications for Nursing Management:• Managers review policies and practice on unconscious bias and institutional racism in the recruitment, retention and progression of British South Asian men.• Employers provide continuous professional development including mentoring support to help career progression for these men.• Human resources colleagues develop culturally specific interventions to reduce the stigma associated with the nursing profession in the British South Asian community.

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Section: Introductionsupporting

confidence: 62%

Section: Discussionmentioning

confidence: 99%

British South Asian male nurses' views on the barriers and enablers to entering and progressing in nursing careers

2020

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“…Due to a lack of nursing workforce, male nurses were assigned to a limited number of clinical wards. However, this employment limitation tended to be an advantage for some males, as these wards provided more opportunities for masculine trait utilization [32,33]. Particularly, the male nurses in our study challenged the traditional notion that the so-called feminine traits, such as gentle, empathetic, caring, were ideal for the nursing profession and that females possessed the feminine traits by nature.…”

Section: Discussionmentioning

confidence: 55%

“I am called girl, but that doesn’t matter” -perspectives of male nurses regarding gender-related advantages and disadvantages in professional development

et al. 2021

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Background Exploration of professional development experiences of male nurses can help develop evidence-based strategies to attract males into nursing. The study aims to investigate the advantages and disadvantages of being a male in nursing profession that male nurses and male nursing students experience in their professional development. Methods A descriptive qualitative research was designed. Purposive sampling was applied and 24 males (12 nursing students and 12 clinical nurses) participated. Semi-structured individual interviews were used in data collection. Thematic analysis was used in data analysis. Results Professional development of male nurses was related to three interplayed identities: a man, a nurse, and a minority. Three themes emerged relating to the professional development of the males: “feeling role strains” “taking perceived advantage of masculine traits” and “taking an egalitarian viewpoint”. There was no clear line between the gender-related advantages and disadvantages as factors influencing professional development can be turned by the males from barriers to facilitators. Conclusions Male nurses perceive nursing as equally suitable for males and females and make use of masculine traits to thrive in their professional development.

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“…Male nurses who have the same skill and experience level as females are promoted and paid more than women. White men most often occupy positions at the senior leadership level, with very few nurses (a predominantly female group) at the board level (Punshon et al, 2019). The structures within healthcare systems support the medical profession in taking leadership positions, with biomedical models of care representing the dominant paradigm (Gergerich et al, 2019).…”

Section: Hos Pital Hier Archy: the Totem P Olementioning

confidence: 99%

The impact of intersectionality on nursing leadership, empowerment and culture: A case study exploring nurses and managers’ perceptions in an acute care hospital in Aotearoa, New Zealand

Aspinall

Jacobs

Frey

2021

Journal of Clinical Nursing

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Aim: This study determines whether the culture within an acute care hospital empowers 'all' nurses to be leaders by exploring intersectionality and nursing leadership in the context of the social environment.Background: Nurses practice leadership in their day-to-day activities as clinical leaders alongside traditional roles of management and leadership. However, some nurses do not acknowledge nursing work as leadership activity, nor is it seen so by others where hierarchical leadership approaches remain prevalent. Social constructs of gender and race are barriers to accessing formal leadership positions for some, while dominant power structures such as class diminish the value of bedside nursing work.Unexplored is the impact of the intersection of these and other social identities on nurses being leaders.Design: An embedded case study design.Methods: Thirty-one participants participated in semi-structured interviews. Four levels of analysis including inductive and deductive approaches were applied to the data. The research complied with COREQ guidelines for reporting qualitative research. Results:This study shows nurses do not identify themselves as leaders without an associated title and the pathway to leadership varies depending on intersecting social constructions. Conclusion:The impact of the organisational structures and the experience of navigating intersecting social constructions on nurses being leaders goes unseen, privileging some while disadvantaging others.

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Nursing pay by gender distribution in the UK - does the Glass Escalator still exist?

Cited by 52 publications

References 28 publications

British South Asian male nurses' views on the barriers and enablers to entering and progressing in nursing careers

British South Asian male nurses' views on the barriers and enablers to entering and progressing in nursing careers

“I am called girl, but that doesn’t matter” -perspectives of male nurses regarding gender-related advantages and disadvantages in professional development

The impact of intersectionality on nursing leadership, empowerment and culture: A case study exploring nurses and managers’ perceptions in an acute care hospital in Aotearoa, New Zealand

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