Salary Differences Research Articles

Affirmative action and government initiatives to improve gender equality in India: a retrospective view

PurposeThis paper discusses the problems of gender equality in society, the workplace and the household in the specific context of India. It explicates the past and the present gender diversity initiatives by government machinery to bring gender equality through affirmative action.Design/methodology/approachThe design, methodology and approach involve a general review.FindingsDeveloped countries have taken initiatives for gender equality almost in the pre-20th century and were partially successful. Despite gender diversity and affirmative action and legislation, bias still prevails in varied forms. In the case of India, the movement for gender equality started post-independence (1947). Still, there is a high disparity between men and women in society as well as in various occupations, as it is evident through a huge difference in salary, responsibilities, perquisites, recognition and promotions offered to men and women. India needs more transformation in the culture, statutory bodies and the mindset of patriarchal societies, to achieve gender equality. The legislative changes have faced resistance in their implementation due to social, cultural and religious issues, and the expectations and perceptions toward females have not been changed by the patriarchal society.Originality/valueThis paper deciphers the gender equality movement in developing countries like India, and how the planning commission of India focuses on women’s development and government machinery tries to bring down the gender gap through affirmative action. Why, in spite of all these efforts, India is not able to minimize the gender gap and concludes with reasons and implications.

Global Gain, but Local Loss—National Park and Municipal Revenues in Poland

The paper analyzes the problem of stagnation in the creation of new national parks in Poland, identifying key barriers and proposing solutions. The background to the study refers to the role of national parks in nature conservation, but at the same time highlights the problem of the limited development of the park network in Poland, which remains at 1.05% of the country’s area—well below the EU average. The main obstacles identified by the author are the resistance of local governments due to the reduction in forest tax revenues and the differences in salaries between employees of national parks and state forests. Research methods included legal and economic analysis and a review of the literature on national park management. The results indicate that the problem can be solved by adequate financial compensation to local communities and the introduction of a co-management model that integrates the interests of local governments and parks. The article suggests that a change in the approach of the government administration and a more participatory management model can help to break the stagnation and increase the number of national parks, which is relevant not only for Poland but also for other countries struggling with similar challenges.

Legal Responsibility of Coal Mining Company PT. International Prima Coal for Worker Welfare and Safety

Pancasila provides the direction and foundation for the formation of laws, policies and actions of the Indonesian government. This principle emphasizes the need to overcome social, economic, and political inequalities and provide equal opportunities for all Indonesians to prosper. This reflects a commitment to creating a just society. The method used in this study is qualitative using a qualitative descriptive approach, the data collection techniques used are interviews, observation, and documentation. From the results of the first study, mining business actors regarding the protection of women's labor rights still have women's labor rights that have not been fully fulfilled so that in this case it is not in accordance with Law No. 6 of 2023. Unfulfilled rights are menstrual leave and miscarriage leave. Furthermore, regarding the equality of women workers, it is proven by the existence of female workers who serve as Managers and there is no difference in the nominal salary. While the implementation of Corporate Social Responsibility funds of PT. International Prima Coal is good enough according to government regulations because it meets all aspects of the East Kalimantan Blue Print. Implementation of Corporate Social Responsibility funds of PT. International Prima Coal is also in accordance with the perspective of Islamic Economics.

Association Between Gender and Salary Among Pediatric Hospital Medicine Physicians.

Gender-based disparities in salary exist in multiple fields of medicine. However, there is limited data examining gender inequities in salary in pediatric hospital medicine (PHM). Our primary objective was to assess whether gender-based salary differences exist in PHM. The secondary objective was to assess if, among women, the differences in salary varied on the basis of leadership positions or self-identified race and ethnicity. We conducted a survey-based, cross-sectional study of pediatric hospitalists in December 2021. Our primary outcomes were base and total salary, adjusted for the reported number of average weekly work hours. We performed subanalyses by presence of a leadership position, as well as race. We used a weighted t test using inverse probability weighting to compare the outcomes between genders. A total of 559 eligible people responded to our survey (51.0%). After propensity score weighting, women's mean base salary was 87.7% of men's base (95% confidence interval [CI] 79.8%-96.4%, P < .01), and women's total salary was 85.6% of men's total (95% CI 73.2%-100.0%, P = .05) salary. On subgroup analysis of respondents with a leadership position, women's total salary was 80.6% of men's total salary (95% CI 68.7%-94.4%, P < .01). Although women who identified as white had base salaries that were 86.6% of white men's base salary (95% CI 78.5%-95.5%, P < .01), there was no gender-based difference noted between respondents that identified as nonwhite (88.4% [69.9%-111.7%] for base salary, 80.3% [57.2% to 112.7%]). Gender-based discrepancies in salary exists in PHM, which were increased among those with leadership roles. Continued work and advocacy are required to achieve salary equity within PHM.

Soft skills unveiled: a comprehensive exploration of employer preferences and employability essentials

Soft skills have become a critical factor in enhancing individual employability. A deeper understanding of the specific soft skills valued by employers in various types of enterprises enables higher education institutions to more precisely cultivate these qualities in students. This study focuses on 15 essential soft skill indicators categorized into three key facets: personal, social, and methodological skills. Through the analysis of 366,077 job advertisements, we establish keyword libraries for different indicators, facilitating the identification of the types of soft skills emphasized in each advertisement. Our findings reveal that small and medium-sized enterprises (SMEs) prioritize a range of soft skills, except for creativity/innovation skills, analytical skills, and continuous improvement skills. On the other hand, state-owned enterprises (SOEs) exhibit a demand for as many as 14 out of 15 soft skill indicators, surpassing private enterprises, except for creativity/innovation skills. However, this emphasis on different soft skills does not necessarily result in salary differentials. Soft skill requirements linked to personal traits, such as professional ethics, commitment to work, stress resistance, and self-learning abilities, do not correlate with higher salaries. Conversely, soft skills related to socialization, like teamwork, leadership, and social networking, are associated with higher salaries. The results of this study reveal employers’ demand for various soft skills. Nevertheless, it is worth noting that this demand is not adequately reflected in salary levels. Employers should carefully consider and strive for a more equitable representation of soft skills in the determination of salaries.

Shocking Offers: Gender, Wage Inequality, and Recessions in Online Labor Markets

Using data from the largest online job portal in Nigeria, we document (i) gender differences in salary offers for jobs and (ii) the response of (i) to recessions. Jobs in industries where the number of job applicants skews female offer lower starting salaries than jobs in industries where applicants skews male. During Nigeria's 2016 recession, applications to jobs in industries that skew female fell, and salary offers rose. In contrast, applications to jobs in industries that skew male rose, and salary offers fell. In accordance with this relative shift in applications, in 2016 the salary-offer gap almost disappears.

Job satisfaction among physiotherapists working as an academician in Gujarat-A cross-sectional study.

Job satisfaction is an integral part of an individual's Professional life. It denotes to the worker's perception of their workplace settings, relationships among fellows, salary as well as endorsement opportunities. To determine job satisfaction among physiotherapists working as academicians in Gujarat, India. A Cross-Sectional Study. A self-administered questionnaire was used for data collection. The questionnaire was developed on Google Forms and consisted of 15 closed questions, equally distributed on job and career satisfaction, eight of which focused on job satisfaction, and seven on career satisfaction. The socio-demographic factor and work related factor questions were also added to the questionnaire. A total of 102 responses were received and recorded on an Excel spreadsheet for further data analysis. Descriptive analysis and Chi-square test were performed using SPSS. The respondents from different colleges working in government or private colleges, different age groups, marital status and having children or no children and different years of job experience showed non-significant differences in the job satisfaction (p value>0.05). There was a significant difference in gender and salary the respondents received (p value<0.05). The study revealed that from a total of 26 (100%) male participants, 10 (38.5%) male participants were satisfied and 16 (61.5%) male were dissatisfied, whereas from a total of 76 (100%) female participants, 58 (76.3) female were satisfied and 18 (23.7%) female were dissatisfied. Majority of physiotherapists in the current study were satisfied with their job and career, but different factors need to be considered in order to gain high satisfaction in different factors of job satisfaction. The study also concluded major dissatisfaction in salary. Recognition in the society and research opportunities in India.

Gender Equality For The Growth And Development Of The State Of Tamaulipas

The research is focused on identifying the discrimination that women have been subjected to in terms of employment, identifying gaps and gender equality regarding differences in salaries, difficulties in accessing formal employment, conciliation of work and family life, all this from the perspective of Sustainable Development Goal (SDG) 5 and its goal 5.5, for which a qualitative methodology was used.&#x0D; In Mexico, there is a great disparity in workplace violence experienced by women between states, which ranges between 17.1% and 37.8%, despite the fact that several actions and regulations have been implemented, such as 035 (NOM-035) on factors of psychosocial risk at work with the aim of promoting favorable work environments and eliminating workplace violence, 73% of women do not know of the existence of any protocol for this in their workplace.&#x0D; However, there are generational changes in the opinion of feminine and masculine roles. A smaller proportion of women in the younger generations tend to consider that the responsibility for the economic support of the home should fall to the man, as well as that women and men should be responsible for household chores.&#x0D; Gender discrimination at work hinders the professional growth of women, as it can increase absenteeism, loss of opportunities and exit from the labor market, resulting in the informal economy continuing to increase.

The Gender Wage Gap Among Early-Career Family Physicians.

Numerous studies have documented salary differences between male and female physicians. For many specialties, this wage gap has been explored by controlling for measurable factors that influence pay such as productivity, work-life balance, and practice patterns. In family medicine where practice activities differ widely between physicians, it is important to understand what measurable factors may be contributing to the gender wage gap, so that employers and policymakers and can address unjust disparities. We used data from the 2017 to 2020 American Board of Family Medicine (ABFM) National Graduate Survey (NGS) which is administered to family physicians 3 years after residency (n = 8608; response rate = 63.9%, 56.2% female). The survey collects clinical income and practice patterns. Multiple linear regression analysis was performed, which included variables on hours worked, degree type, principal professional activity, rural/urban, and region. Although early-career family physician incomes averaged $225,278, female respondents reported incomes that were $43,566 (17%) lower than those of male respondents (P = .001). Generally, female respondents tended toward lower-earning principal professional activities and US regions; worked fewer hours (2.9 per week); and tended to work more frequently in urban settings. However, in adjusted models, this gap in income only fell to $31,804 (13% lower than male respondents, P = .001). Even after controlling for measurable factors such as hours worked, degree type, principal professional activity, population density, and region, a significant wage gap persists. Interventions should be taken to eliminate gender bias in wage determinations for family physicians.

지역문화매개인력의 근로실태와 근로환경 개선 방안

This study aims to investigate the working conditions of cultural mediators in Jeonbuk and explore ways to improve their working environment as a specialized professional group. The study surveyed 203 individuals, excluding public library employees, among the entire staff of cultural facilities, including employees (5 cities and counties, 1 in Jeonbuk), with proportions determined by facility and institution.&#x0D; When compared to the results of the 2012 survey, the total monthly salary in 2023 has increased by 52.5%. The total number of working hours decreased with time. While the legal maximum working hours used to reach 208 hours in the past, it decreased to a level similar to the average working hours of other occupations in 2023.&#x0D; Under the same conditions, men had a total monthly salary of 195,342 won higher than women in the 2012 survey, indicating gender discrimination. However, there was no statistically significant difference in total monthly salary based on gender in the 2023 survey. There was a wage gap based on education in the 2012 survey, which was interpreted as an indicator of professional recognition. However, there was no statistically significant difference in total monthly salary based on education in the 2023 survey.&#x0D; Based on the results of the working conditions survey, interviews with workers, and relevant literature research, this study recommends two strategies for enhancing the working environment of cultural mediators. First, it suggests establishing the identity of the professional occupation and creating an environment where they can act as professionals. Second, it recommends realizing fair compensation and strengthening welfare benefits.

Pay disparities in the Federal District Civil Police and the impacts of Law 9264/96

This article investigates the historical origin of salary disparities in the Civil Police of the Federal District (DF), with an emphasis on the implications of Law 9264/96, which established the requirement for higher education for entry into certain positions. The research employs an exploratory documentary analysis of relevant legislation and administrative records to trace the evolution of salary policies and identify points of failure in their implementation. It was observed that, despite subsequent legislative changes aimed at defining higher-level functions, an ineffective implementation resulted in salary inequalities among similar positions. This salary discrepancy originated from an administrative error in the application of Law 9264/96, maintaining the subsidies for some positions based on the mid-level salary table of Decree Law 2266/85. The article offers a critical analysis of salary policies and their consequences on the structure of the Civil Police of the DF, aiming to document the evolution of this salary difference. The conclusions indicate that such disparity not only contradicts the principles of equity and salary justice but also reflects challenges in administrative adaptation to new legal standards. The study underlines the need for periodic and effective reviews in remuneration structures to align administrative practices with legal requirements and workforce needs. The aim is to provide a historical record that clarifies the reasons for salary disparity, contributing to a deeper understanding of the complexities associated with remuneration in the same career, and suggesting paths for future reforms in human resources management in the Civil Police of the DF.

Salary Disparities in Public Health Occupations: Analysis of Federal Data, 2021‒2022.

Objectives. To assess salary differences between workers within key public health occupations in local or state government and workers in the same occupations in the private sector. Methods. We used the US Department of Labor's Occupational Employment and Wage Survey (OEWS). Referencing previous studies matching Standard Occupational Classification (SOC) codes with health department occupations, we selected 44 SOC codes. We contrasted median salaries in OEWS for workers in each occupation within state or local government with workers in the same occupations outside government. Results. Thirty of 44 occupations paid at least 5% less in government than the private sector, with 10 occupations, primarily in management, computer, and scientific or research occupations paying between 20% and 46.9% less in government. Inspection and compliance roles, technicians, and certain clinicians had disparities of 10% to 19%. Six occupations, primarily in social work or counseling, paid 24% to 38.7% more in government. Conclusions. To develop a sustainable public health workforce, health departments must consider adjusting their salaries if possible, market their strong benefits or public service mission, or use creative recruitment incentives such as student loan repayment programs for hard-to-fill roles. (Am J Public Health. 2024;114(3):329-339. https://doi.org/10.2105/AJPH.2023.307512).

Impacts of resident physician unionization on house staff compensation.

Physicians-in-training in the United States work long hours for relatively low wages. In response to increased economic burden, the popularity of unionization in residency training programs has increased dramatically. In this study, we conducted a cross-sectional investigation of the association between unionization status and Internal Medicine PGY-1 compensation and benefits. We compiled residency salary and benefits data from all Internal Medicine residency training programs in the United States. Using a mixed effects modeling approach, we evaluated the differences in salary and total compensation while adjusting for regional factors and cost-of-living differences. In aggregate, PGY-1 salary was higher for unionized vs. non-unionized programs ($69648 vs. $62214; [95% CI 670.7-3563.7]). However, there was no difference after adjusting for cost-of-living ($62515 vs $62475; [95% CI. -1317.5, 1299.7]). Unionized programs do however offer greater monetary benefits in the form of stipend disbursements, and total compensation is higher in unionized vs. non-unionized residency programs ($65887 vs $63515; [95% CI 607.6, 3551.5]). Unionized residency programs offer higher total compensation packages than their non-unionized counterparts. This increase in compensation is driven in large part by an increased variety and amount of stipend disbursement.

The Number of Practicing Nurses Required to Resolve Differences in Staffing Levels between Capital and Non-capital Regions and the Relationship of Regional Differences in Staffing and Salary

The Number of Practicing Nurses Required to Resolve Differences in Staffing Levels between Capital and Non-capital Regions and the Relationship of Regional Differences in Staffing and Salary

Gender wage gap in the formal and informal sector in the COVID-19 crisis period, of the national labor market and the state of Coahuila

One of the Sustainable Development Goals of the 2015-2030 agenda establishes guaranteeing equal remuneration between women and men for work of equal value. This objective is taken up in the 2018-2024 nation project for Mexico. In the project, the Federal Government aims to eliminate inequality gaps between women and men, as well as the obstacles that women face in all areas. The objective of this research is to estimate the Gender Wage Gap in the formal and informal sector of the labor market of the country and the state of Coahuila in the period of the COVID-19 crisis, to observe the trend of wage differences in the period 2019 – 2022. Mincerian wage equations (1974) were estimated for each gender with data from the National Occupation and Employment Survey (ENOE), for subordinate workers. The variables considered the sector in which the employee works and the condition of the working day. The Gender Wage Gap was estimated using the Blinder and Oaxaca (1973) methodology, with selection bias correction (Heckman, 1979). It was observed that the Gender Wage Gap in the context of crisis generally tended to close, this was because in the formal and informal sector the salary difference for women tended to decrease in 2020, while in 2022, during the economic recovery the Gender Wage Gap returned to the parameters of 2019 both nationally and in the state of Coahuila.

The Effect of Compensation and Competence on The Performance of AD HOC Employees at The Ogan Ilir District Election Commission

This study was conducted to determine the effect of compensation and competence on the performance of ad hoc employees at the General Election Commission of Ogan Ilir district. The population in this study is all ad hoc employees of KDP for the 2024 election at the Ogan Ilir Regency KPU which amounts to 80 employees and 5 commissioners to measure employee performance. So the total population in this study is 85 employees and all of them are samples used in this study using the census method. The results of multiple linear regression analysis show that compensation and competence have a positive and significant effect on employee performance. Compensation, agencies can provide salaries that are differentiated based on the level of education of employees so that employees who have a higher level of education can have a more adjusted salary difference. Competence, the role of superiors in providing motivation and morale, in addition, the provision of material, direction or training in accordance with employee needs as a provision for employees in facing challenges and changes that occur.

The Rise of China’s Women’s Basketball Team: An Exploration of Gender Equality in Professional Basketball

This article explores the rise of the Chinese women’s basketball team in professional basketball and its relationship to gender equality issues. In view of the gender differences in salary, market value, social status, and other aspects, the article proposes a series of strategies to promote the realization of gender equality for female basketball players in professional basketball. This article points out that the rise of the Chinese women’s basketball team will lead the process of gender equality and lay the foundation for a more equitable and inclusive future. To achieve this goal, this article highlights the importance of improving the competitive level of female athletes, improving basic education, promoting basketball culture, and promoting gender equality.

Study on incentive factors and incentive effect differences of teachers in universities and colleges under the view of demographic variables

The purpose of this study is to explore the factors of University Teachers’ motivation and the differences among the factors under different background variables. Based on a great deal of literatures, this paper classifies the incentive content of teachers in universities and colleges into two aspects: internal incentive and external incentive. Through constructing the incentive structure equation model, this paper analyzes and summarizes the influence factors of the incentive of teachers in universities and colleges from two aspects: internal incentive and external incentive, and finds that external incentive is divided into salary and welfare, organizational environment, career development, and internal incentive is divided into work achievement, individual value, as well as innovation incentive. On this basis, we find that there are significant differences in incentive level based on the characteristics of demographics. Among them, there are significant differences in the factors, including marital status and external incentive. There are significant differences in salary and welfare, organizational environment, work achievement and individual value among different ages. There are significant differences in career development of whether undertaking part-time administrative posts. There are significant differences in salary and welfare, organizational environment and career development among different teaching ages. There are significant differences in organizational environment and career development between different titles. There are significant differences in salary and welfare, organizational environment and incentive between different educational backgrounds, and there are significant differences in innovation incentive between different school types.

Evaluation of Medicare Reimbursement and Surgical Patterns for Male and Female Colorectal Surgeons

IntroductionThere are documented differences in salary for male and female surgeons. Understanding the differences in the clinical practice, composition of male and female surgeons may provide a better understanding of reimbursement differences. We aim to evaluate the differences of Medicare reimbursement for different categories of clinical practice for male and female colorectal surgeons. MethodsThis retrospective cohort study compared Medicare claims made by male and female board-certified colorectal surgeons from the Medicare Provider Utilization and Payment Data between 2013 and 2017. Medicare claims were categorized by surgeon gender. Submitted claims were evaluated based on the following seven procedure categories: open abdominal surgery, laparoscopic abdominal surgery, anorectal surgery, diagnostic endoscopy, therapeutic endoscopy, and inpatient/outpatient services. The main outcomes were number of charges submitted by clinical activity category and procedural code variation billed through Medicare. Secondary outcome was category of procedure activity that each surgeon cohort had participated in. ResultsA total of 62,866 claims were reviewed, of which 10,058 (16.0%) were made by female surgeons and 52,808 (84.0%) were made by male surgeons. On average, male surgeons submitted more claims per year, a greater variety of claims per year, and higher revenue generating claims than female surgeons (P < 0.001). ConclusionsMale and female colorectal surgeons may participate in different categories of clinical activities that result in male surgeons performing more and higher relative value units-generating activity than female surgeons.

Regional Differences In Salary For Clinical Exercise Physiologists: The CEPA 2020 Clinical Practice Survey

Regional Differences In Salary For Clinical Exercise Physiologists: The CEPA 2020 Clinical Practice Survey