Intersectional effects of gender and ethnicity? A quantitative analysis of bonus pay gap data for Shelford Hospital consultants.
Intersectional effects of gender and ethnicity? A quantitative analysis of bonus pay gap data for Shelford Hospital consultants.
复制标题
性别和种族的交叉影响？
DOI：
10.1136/leader-2021-000507
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发表时间：
2022
期刊：
影响因子：
2.7
通讯作者：
Bajwah S
中科院分区：
文献类型：
--
作者：
Bajwah S
男性医院顾问的收入比女性同行高出13%。种族和性别的交叉影响尚不清楚。目的描述和分析谢尔福德集团顾问在性别和种族方面的平均奖金收入差距。DesignCross-sectional研究。在谢尔福德集团设立医院。参与者：谢尔福德集团医院。主要结果测量：男性与女性、白人与黑人、亚洲人、少数族裔（BAME）顾问的平均奖金薪酬差距。结果10家Shelford集团医院中有7家提供了2018/2019财政年度的数据。平均奖金性别薪酬差距有利于男性顾问（30%，范围为12%-48%），与白人顾问相比，白人顾问也更受青睐（17%，范围为7%-31%）。白人男性和BAME男性顾问的平均奖金收入差距为20%（范围为7%-34%），白人男性顾问的平均奖金收入差距为20%（范围为26%-60%），而白人男性顾问和BAME女性顾问的平均奖金收入差距为46%（范围为26%-60%）。结论我们的数据首次表明，性别和种族可能与咨询师的平均奖金薪酬存在交叉效应。需要采取行动解决这种不平衡。
BackgroundMale hospital consultants earn 13% more than their female counterparts. The intersectional effects of ethnicity and gender are not known.ObjectiveTo describe and analyse the mean bonus pay gap in terms of gender and ethnicity for consultants across the Shelford Group.DesignCross-sectional study.SettingHospitals in the Shelford Group.ParticipantsShelford Group hospitals.Main outcome measuresMean bonus pay gap for male vs female and White vs Black, Asian, Minority Ethnic (BAME) consultants.ResultsSeven of the 10 Shelford Group hospitals provided data for financial year 2018/2019. The average mean bonus gender pay gap was in favour of male consultants (30%; range 12%–48%), and also favoured White consultants compared with BAME consultants (17%; range 7%–31%). The average mean bonus pay gap between White male and BAME male consultants was 20% (range 7%–34%) in favour of White male consultants, while that for White male and BAME female consultants was 46% (range 26%–60%) in favour of White male consultants.ConclusionsOur data show for the first time that there may be an intersectional effect of gender and ethnicity associated with mean bonus pay for consultants. Action is needed to address this imbalance.