在过去的几十年里,美国的性别薪酬差距已经缩小。美国女性/男性收入比从20世纪80年代前的约60%上升到2014年的约79%。然而,医护人员之间的性别薪酬差距仍然存在。这项研究的目的是估计2010-2018年美国联邦政府公共卫生人员的性别薪酬差距。
我们使用了一个管理数据集,其中包括美国卫生与公共服务部员工的年薪率和工作特征。员工的性别是根据名字分类的。回归分析用于使用预测的性别来估计性别工资差距。
DHHS的女性雇员在2010年的收入比男性低约13%,在2018年低9.2%。职业,薪酬计划,和地点解释了一半以上的性别工资差距。控制工作等级进一步减少差距。2018年性别工资差距的无法解释部分在1.0%至3.5%之间。在研究期间,女性雇员在加薪方面略有优势。
虽然性别工资差距在过去的二十年里缩小了,联邦政府公共卫生工作人员中男女雇员之间的薪酬差距仍然存在,值得继续关注和研究。应继续努力缩小卫生工作人员之间的性别工资差距。
The gender pay gap in the United States (US) has narrowed over the last several decades, with the female/male earnings ratio in the US increased from about 60% before the 1980s to about 79% by 2014. However, the gender pay gap among the healthcare workforce persists. The objective of this study is to estimate the gender pay gap in the US federal governmental public health workforce during 2010-2018.
We used an administrative dataset including annual pay rates and job characteristics of employees of the US Department of Health and Human Services. Employees\' gender was classified based on first names. Regression analyses were used to estimate the gender pay gap using the predicted gender.
Female employees of the DHHS earned about 13% less than men in 2010, and 9.2% less in 2018. Occupation, pay plan, and location explained more than half of the gender pay gap. Controlling for job grade further reduces the gap. The unexplained portion of the gender pay gap in 2018 was between 1.0 and 3.5%. Female employees had a slight advantage in terms of pay increase over the study period.
While the gender pay gap has narrowed within the last two decades, the pay gap between female and male employees in the federal governmental public health workforce persists and warrants continuing attention and research. Continued efforts should be implemented to reduce the gender pay gap among the health workforce.