Analysis of US Pediatric Pharmacists Incomes: A Gender Comparison Survey Study by the Pediatric Pharmacy Association, Practice-Based Research Network.

To assess association of pharmacist gender with acceptance of antibiotic stewardship recommendations. A retrospective evaluation of the Reducing Overuse of Antibiotics at Discharge (ROAD) Home intervention. The study was conducted from May to October 2019 in a single academic medical center. The study included patients receiving antibiotics on a hospitalist service who were nearing discharge. During the intervention, clinical pharmacists (none who had specialist postgraduate infectious disease residency training) reviewed patients on antibiotics and led an antibiotic timeout (ie, structured conversation) prior to discharge to improve discharge antibiotic prescribing. We assessed the association of pharmacist gender with acceptance of timeout recommendations by hospitalists using logistic regression controlling for patient characteristics. Over 6 months, pharmacists conducted 295 timeouts: 158 timeouts (53.6%) were conducted by 12 women, 137 (46.4%) were conducted by 8 men. Pharmacists recommended an antibiotic change in 82 timeouts (27.8%), of which 51 (62.2%) were accepted. Compared to male pharmacists, female pharmacists were less likely to recommend a discharge antibiotic change: 30 (19.0%) of 158 versus 52 (38.0%) of 137 (P < .001). Female pharmacists were also less likely to have a recommendation accepted: 10 (33.3%) of 30 versus 41 (8.8%) of 52 (P < .001). Thus, timeouts conducted by female versus male pharmacists were less likely to result in an antibiotic change: 10 (6.3%) of 158 versus 41 (29.9%) of 137 (P < .001). After adjustments, pharmacist gender remained significantly associated with whether recommended changes were accepted (adjusted odds ratio [aOR], 0.10; 95%confidence interval [CI], 0.03-0.36 for female versus male pharmacists). Antibiotic stewardship recommendations made by female clinical pharmacists were less likely to be accepted by hospitalists. Gender bias may play a role in the acceptance of clinical pharmacist recommendations, which could affect patient care and outcomes.

The objectives of this study were to develop a theoretically derived model of hours worked by pharmacists and estimate the model separately for male and female pharmacists. A systematic random sample of 1,600 pharmacists from four states was mailed a survey asking about current and past employment information. Two dependent variables were studied: weekly hours worked and annual hours worked. Independent variables were categorized as economic variables (hourly wage rate, other income, total debt) and demographic variables (employment position, age, degree earned, marital status, number of children at home). A two equation multiple regression model was estimated with two-stage least squares regression. A total of 541 pharmacists responded to the survey and data from 442 of the respondents were used in the analysis. Hourly wage rates were negatively associated with weekly hours worked for males. Other income and total debt were significantly negatively and positively associated, respectively, with annual hours worked by female pharmacists. The number of young children at home significantly reduced weekly and annual hours worked by female pharmacists. Female pharmacists earning a Pharm.D. degree worked significantly more hours weekly and annually. Age was significantly negatively associated with male pharmacists weekly and annual hours worked. Economic variables had a relatively small effect on hours worked by male and female pharmacists suggesting that increased wage rates may not increase hours worked. Strategies to increase hours worked by females likely should focus on benefits to help females handle childcare issues.

The literature contains conflicting arguments regarding inequalities in the distribution of U.S. pharmacists' wages and salaries and the existence of a gender earnings gap. Some authors argue that the dispersion is small compared to other professions and there is no gap; others report that after controlling for number of hours worked, human-capital stock, and job-related preferences, male pharmacists earn higher wages and salaries than female pharmacists. Estimate the central tendency and spread of wages and salaries of pharmacists practicing in the U.S., compare earning levels of male and female pharmacists, and examine the pockets of inequality within each gender. The study used self-reported survey data collected from a random sample of licensed pharmacists practicing throughout the United States. The sample consisted of 375 men and 279 women. Means and standard deviations of wage-and-salary earnings for male and female pharmacists were estimated by age, number of hours worked, years of professional experience, marital status, type of pharmacy degree, main role as pharmacist, and type of practice site. The spread of wages and salaries within gender was analyzed using the Gini coefficient. A total of 654 pharmacists provided answers to all relevant questions in the questionnaire (28.9% response rate). Wages and salaries of male pharmacists exceeded those of female pharmacists, but the gap was restricted to practitioners with selected characteristics-older, married, with more experience, whose primary role was dispensing medications, and practicing in a hospital setting. The greatest wage-and-salary inequalities were observed among older pharmacists, with more years of professional experience, and whose primary role was dispensing medications. Different gender-specific pockets of inequality were identified in all variables studied and all categories within these variables. The seemingly smooth gender-specific distribution of earnings in the pharmacy profession might be the result of opposing trends by different groups of practitioners that cancel each other when analyzed aggregately. By estimating the wages and salaries for selected categories of pharmacists and examining the pockets of inequality within each gender, this study shed light into recent labor market developments and will hopefully stimulate further research into the dynamics of the pharmacist workforce.

The gender earnings gap among pharmacists

Subject index: Volume 36 (1996)

ObjectiveThis research was conducted to determine whether there were significant differences between the career profiles and ambitions of United Kingdom pharmacists from different ethnic and gender sub-populations. The results were subsequently analysed to determine whether any differences found between sub-populations had varied over time.MethodThe research methodology employed a postal survey and interviews, to measure parameters relating to pharmacists' current careers, career histories and career ambitions. Questionnaires were distributed to 500 ethnic minority pharmacists and 500 non-ethnic minority pharmacists; there were 1,867 valid returns. Twenty-seven ethnic minority community pharmacists working in one inner city area were interviewed.SettingThe sample for the postal survey was identified from a surname analysis of the Register of Pharmaceutical Chemists.Key findingsEthnic minority (mainly Asian) pharmacists accounted for 15 per cent of UK pharmacists. Of pharmacists aged under 30 years, 72 per cent of white pharmacists and 50 per cent of ethnic minority pharmacists were female. Both male and female community pharmacists from ethnic minorities favoured ownership roles relative to white pharmacists in all measured age groups. Management roles were favoured by both white male and female pharmacists, while locum roles were more frequently undertaken by white female pharmacists. Family ties were found to have a relatively strong influence on the careers of ethnic minority pharmacists.ConclusionWe speculate that family involvement may have enhanced the availability of both human and financial capital for business start-up, but find indications that this influence may not persist over time. In hospital pharmacy, there were indications of underachievement and career anxiety among pharmacists from ethnic minorities, the proportion of hospital pharmacy managers from ethnic minorities being disproportionately low. Attention is drawn to some policy implications, notably for training, flexible working patterns and the need for demographic scenario planning in the profession.

Gender Differences in the Annual Income of Psychiatrists

Female physicians have traditionally earned less than their male counterparts, even after adjustment for specialty, workload, and physician characteristics. In the 1980s female psychiatrists earned incomes that were 13% lower than those of their male counterparts; however, important explanatory variables for such differences were not incorporated into that analysis. This study examined whether a gender income gap among psychiatrists persisted in the 1990s. Survey responses were used that were obtained between 1992 and 2001 from 976 actively practicing white psychiatrists (weighted N=941). Because of low numbers of black respondents to the surveys, we were unable to examine the influence of race on psychiatrists' incomes. Linear regression modeling was performed to determine the association between gender and annual incomes after controlling for workload, provider characteristics, and practice characteristics. Among white psychiatrists, women reported working 13% fewer annual hours than their male counterparts, and women had practiced medicine for fewer years than men. Also, women were more likely to be employees of the practice, as opposed to having an ownership interest in the practice, and were more likely to be board certified, although these findings were not significant. After adjustment for workload, provider characteristics, and practice characteristics, the mean annual income for women was $140,615, or $31,962 (19%) lower than that of men (95% confidence interval of $41,834-$22,090 lower, p<.001). During the 1990s female gender was associated with lower annual incomes among white psychiatrists; compared with previous reports from earlier periods the income disparity appears to be widening. These findings warrant further exploration.

Examining gender salary disparities: an analysis of the 2003 multistate salary survey

Labor supply functions of working male and female pharmacists: In search of the backward bend

The literature shows that women persistently earn less than men for similar roles and qualifications; yet, pharmacy has been portrayed as an egalitarian profession, with a small gender earnings gap relative to other occupations. There is a lack of recent studies, and some evidence suggests a significant gender gap when earnings are estimated separately for male and female pharmacists. This study compared the nature and magnitude of gender income disparities using two alternative methodological procedures and evaluated the evidence for policy implications. The study was based on 2019-2022 American Community Survey (ACS) data collected by the U.S. Census Bureau. The sample consisted of 12,450 pharmacists (61.5% women) ages 25-64 years practicing in the U.S. Ordinary least-squares models calculated pharmacist annual incomes as functions of work input, human-capital, and job-related covariates. Results estimated a gender earnings gap of up to 18.6%. Differences across sociodemographic groups suggested that pharmacy is only friendly to selected segments of the profession. The empirical evidence reported here is expected to be used by healthcare managers and policymakers to inform ongoing discussion regarding the need for policy changes and cultural shifts to promote gender equity.

To determine if smoking cessation counseling practices and related psychosocial characteristics improved among pharmacists between 2005 and 2010. Data were collected in 2005 and 2010 from randomly selected pharmacists in Québec, Canada. Participants completed mailed self-report questionnaires on cessation counseling practices and psychosocial characteristics (i.e., belief that counseling is the role of pharmacists, self-efficacy, barriers, and knowledge of community resources). The association between each of year and training (either during or after undergraduate studies) and each outcome was investigated in each sex separately with multiple linear regression models using pooled data across 2005 and 2010. Among female pharmacists, cessation counseling for patients ready to quit improved over time. Training during and after undergraduate studies was significantly associated with higher self-efficacy, better knowledge of community resources, and improved counseling for patients ready and not ready to quit. Also, training after studies was significantly associated with more advantageous beliefs about counseling. Among male pharmacists, knowledge of community resources and perceived barriers to counseling improved over time, but there were no significant differences in cessation counseling. Training during and after undergraduate studies was significantly associated with higher self-efficacy. Training during undergraduate studies was also associated with higher counseling score in patients ready to quit, and training after studies was associated with better knowledge of community resources. Smoking cessation counseling for patients ready to quit improved from 2005 to 2010 among female pharmacists but not among male pharmacists. Training is generally associated with improved counseling and improved cessation-related psychosocial characteristics.

Background: Clinical pharmacists are a critical part of antibiotic stewardship. Stewardship often relies on relationships and persuasion, which may be affected by gender bias. Thus, we aimed to assess the association of sex with the acceptance of antibiotic stewardship recommendations. Methods: Between May and October 2019, medicine pharmacists at single hospital reviewed patients on antibiotics and–when a discharge was anticipated–led an antibiotic discussion (or “timeout”) prior to discharge. To explore differences in antibiotic timeout effectiveness by gender, we assessed the association of pharmacist sex with suggestion and acceptance of antibiotic changes using logistic regression controlling for patient characteristics. We also assessed whether hospitalist sex was associated with or moderated the effect of pharmacist sex on acceptance of timeout recommendations. Results: Between May 1, 2019, and October 31, 2019, pharmacists conducted 295 timeouts (patient characteristics in Fig. 1). Overall, 54% of timeouts were conducted by 12 female pharmacists and the remaining 46% were conducted by 8 male pharmacists. Overall, 82 (29%) of 295 timeouts resulted in a pharmacist recommending an antibiotic change, and male pharmacists were more likely to recommend a change: 52 (38%) of 137 versus 30 (19%) 158 (P Conclusions: In this discharge antibiotic intervention, timeouts conducted by women were less likely to result in an antibiotic change than those conducted by men. The difference in effectiveness resulted both from female pharmacists being less likely to recommend a change and from hospitalists being less likely to accept recommendations from a female pharmacist. These findings suggest that gender bias may play a role acceptance of antibiotic stewardship recommendations, which could affect antibiotic use, pharmacist job satisfaction, and patient outcomes.Funding: NoneDisclosures: None

Objective: Identify and assess inter-gender differences in pharmacists’ behavior and perceptions while controlling for number of hours worked. Design: Every respondent is classified into two independent categories: gender and work input. Behavior and opinion variables are studied. Behavior variables measure who the pharmacist is and what he/she does; opinion variables measure perceptions related to satisfaction with his/her professional life. Setting: Survey questionnaire mailed to 5,000 registered pharmacists throughout the U.S. in 2004. Results: Compared to their male counterparts, female pharmacists are younger, possess less experience and job longevity, and earn lower levels of income and wage rates. These patterns are observed in every work-input category. Systematic variation in behavior variables by work-input category is more common within men than within women. Practitioners respond more positively toward job-specific than toward career-specific opinion variables, and this trend occurs more often for men than for women. In their general perception of pharmacy as a profession, women respond more positively than do men, but with respect to their own job situation, fewer gender disparities and more differences by work-input category are detected. As the level of work effort increases, male practitioners report less satisfaction, more appreciation, greater workload, more stress, less autonomy, and fewer advancement opportunities about their jobs, whereas women’s response is limited to heavier workloads and more stress. Conclusion: Male and female pharmacists exhibit different behavior characteristics, and these differences appear consistently in the three work-input categories. The conclusions derived from the analysis of opinion variables are less definitive, but provide a meaningful contribution towards understanding the forces shaping practitioners’ perceptions.

Frequency and severity of sexual harassment in pharmacy practice in Ohio.