Female vs. Male Nurse Salary Rates: 5 Ways to Support Parity

The gender pay gap is an issue that continues to affect women throughout a wide range of occupations. According to the U.S. Bureau of Labor Statistics (BLS), the median salary for women is about 83% of the median salary for men nationwide. Even in a traditionally female-dominated profession like nursing, concerns have been raised about how male nurse salary averages are often reported as being higher than that of female nurses.

While the Equal Pay Act of 1963 prohibits sex-based wage discrimination, there are many underlying social and organizational factors that can drive this ongoing pay gap. To help you support pay parity at your facility, we’ll outline five ways that leaders can actively work to break down these barriers.

Male Nurse Salary vs. Female Nurse Salary: Overview

In nursing, male salary rates have historically been reported to be higher than female salary rates across all specialties (according to national averages). Several studies have been conducted throughout the years to assess gender-based differences in registered nurse (RN) salaries. These studies have collectively shown that:

• When it comes to average salary, male nurse professionals consistently make $5,000 more than female nurses — on par with gender pay gaps identified among physicians.
• This pay gap has not narrowed over time, even over several decades.
• Gender pay gaps are still present between nurses in the same specialties and with similar qualifications, experience, and education levels.
• There is a greater gender pay disparity in nursing than other female-dominated professions, such as teaching.

What Contributes to the Gender Pay Gap in Nursing?

Facilities can’t deliberately formulate nurse salaries based on sex, as this is prohibited under the Equal Pay Act. So how are men reportedly making more than women in parallel nursing roles? Well, there are many different ways that gender discrimination or biases can indirectly contribute to national wage differences.

• Glass escalator phenomenon: Some studies have reported that male nurses tend to get promoted at a faster rate than female nurses. This is known as the glass escalator phenomenon, which suggests that men have an advantage in moving up after entering female-dominated industries.

• Negotiation practices: Men have been reported to negotiate their salaries at a higher rate than women. Research suggests that this may be due to gender biases, which can cause women to receive more backlash when making assertive negotiations.

• Family work policies: Societal gender norms can place women in a position where they’re pressed to take more unpaid childcare leave than men.

5 Ways to Support Pay Parity at Your Facility

There are many ways that leaders can work to ensure that societal biases and discriminatory practices aren’t widening gender pay gaps among nurses. Follow these five tips to promote more equitable female and male nurse salary rates at your facility.

1. Enforce a Standardized Pay Structure

First, it’s important to ensure that your pay policies align with all federal laws and regulations. To comply with the Equal Pay Act, implement a standardized pay structure, ensuring that the starting salary for all nurses of the same level is consistent. From there, equal opportunity to receive raises should be given to all nurses based on experience and performance.

2. Use Objective Measures to Promote Staff

While all nurses should be making similar salaries on the floor, it’s also important to standardize the promotion process as they move into management. Some studies have reported that men represent 10% of the overall nursing workforce, but hold more than half of nursing leadership positions. To combat the “glass escalator” phenomenon, it’s important for leaders to use objective measures when promoting nurses into managerial roles.

It’s important to note that this may take time and effort to help leaders and staff unlearn any unconscious biases pertaining to gender. However, encouraging leaders to stick strictly to performance metrics when promoting staff can help keep the process more objective.

3. Provide Implicit Bias Training for Recruiters and Managers

On the topic of unconscious biases, it can be valuable for facilities to provide implicit bias training for recruiters and hiring managers. This helps the people shaping your workforce recognize their own perceptions of gender norms and address common stereotypes. The Association of American Medical Colleges (AAMC) provides a number of resources to help health professionals implement and participate in this type of training.

4. Implement Equitable Parental Leave Policies

Research has shown that women are more likely to take unpaid leave or have disruptions in employment because they generally provide more hours of child care. As this has been cited as a significant contributor to gender pay gaps, it’s important for facilities to offer equitable family work benefits. Studies have shown that paid family leave enables employed mothers to work more hours on average and be more inclined to return and stay in their positions after giving birth.

5. Conduct Regular Pay Audits

As your facility works to equalize your pay structure, it can help to conduct regular audits to continuously rectify disparities impacting your nursing units. If there are noticeable pay gaps that can’t be explained by objective measures, this could flag unfair promotions or recruiting practices that may require further action.

Discover More Ways to Promote Equity Among Your Staff

Addressing female and male nurse salary disparities is one of many ways to support a healthier workforce. Looking for other accessible resources? IntelyCare offers dozens of free, expert insights that can help you lead your nursing workforce to success.