Introduction:
Gender inequality is a serious structural problem affecting many facets of society, including nursing. It refers to the uneven chances and treatment that people experience depending on their gender, which results in prejudice and disadvantages for certain gender groupings. Gender discrimination in nursing takes many forms and affects both male and female nurses. The importance of tackling gender disparity in the nursing field within the Australian setting will be explored in this article, emphasizing how it affects healthcare delivery and the rights of nursing workers.
In this research, I will analyze the complicated link between gender inequality and workplace dynamics, salary discrepancies, and the experiences of both male and female nurses in the nursing industry. I’ll also consider the systemic and historical factors that impact this issue. I want to show the urgency and significance of tackling this structural problem in nursing by comprehending the underlying causes and effects of gender disparity. I will use one extract from Laudato Si’, Pope Francis’ encyclical on protecting our common home, to highlight the link between tackling gender disparity in healthcare and sustainable development and illuminating possible routes for change. In addition, I will use pertinent academic and professional sources to back up my claims and provide solutions to gender imbalance in the nursing field. The essay’s main goals are to draw attention to the need for gender equality in nursing and to consider how local community groups may help to overcome this structural problem.
Gender Inequality in the Nursing Sector: An Understanding of the Structural Issue
In the nursing industry, gender inequality refers to the unfair treatment, limited opportunities, and prejudices that certain people encounter due to gender. It includes various discriminatory behaviours and viewpoints that obstruct nursing professionals’ development and welfare. There are several ways that gender discrimination in nursing affects patients. Primarily, it influences the calibre of healthcare provided to patients. The occurrence of discrimination based on gender towards nurses has the potential to negatively impact patient care outcomes by diminishing work satisfaction and morale. Discrimination may also make nurses feel alienated and underappreciated, lowering motivation and increasing the risk of burnout.
Gender inequity in the nursing industry intersectionality.
Diversity in the workplace is an important problem that touches on gender inequality. In addition to gender, other variables that affect nursing practitioners’ experiences include race, ethnicity, and socioeconomic position. Intersectionality draws attention to the many related forms of discrimination that people experience, compounding their disadvantages. For instance, female nurses from underrepresented groups may have particular difficulties and obstructions that exacerbate the impact of gender inequality. An additional example of the intersectionality of gender inequality in nursing is the possibility that male nurses would face a distinct set of difficulties due to their gender.
Another pertinent problem that intersects with gender inequality in the nursing industry is the wage gap. Studies have repeatedly revealed that nurses are paid less for the equivalent jobs women perform than men. In addition to contributing to financial instability and work discontent among female nurses, this compensation gap maintains gender inequality. The wage difference not only jeopardizes the financial stability of female nurses but also supports the social devaluation of historically female-dominated fields of labour.
Historical view based on gender disparity in nursing
Stereotypes, prejudices, and discriminatory behaviours have been reinforced by historical and structural reasons that are the basis of gender disparity in nursing. Nursing has always been linked to femininity and compassion, reaffirming conventional gender norms and expectations. The undervaluation and marginalization of nursing due to these gendered norms have led to the continuation of gender inequality. Additionally, women’s influence and capacity to successfully address gender gaps have been constrained by their historical absence from positions of authority and decision-making in healthcare institutions. Systematically, institutional policies, cultural norms, and social attitudes contribute to the persistence of gender inequity in nursing. Healthcare companies sometimes have hierarchical power structures that favour male professionals, limiting female nurses’ opportunities to develop in their careers. The difficulties experienced by female nurses, especially those who balance caregiving obligations, are further exacerbated by the lack of sufficient family-friendly policies and flexible work arrangements.
When Pope Francis says, “An awareness of the gravity of today’s cultural and ecological crisis must be translated into new habits” (Pope Francis, Laudato Si’), it is clear that he is referring to the importance of addressing gender inequality in healthcare for sustainable development. The urgency of fundamental change in our approach to healthcare, including tackling gender inequity, is highlighted in this paragraph. In addition to being an issue of justice and fairness, attaining gender equality is necessary to achieve sustainable development. The promise of the nursing profession may be fully realized, and a more inclusive and long-lasting healthcare system can be built by empowering female nurses and advocating for gender equality.
UNCC300’s impact: Justice and change in a global environment
My awareness of structural problems, such as gender inequity in the nursing industry, has been greatly influenced by the UNCC300: Justice and Change in a Global World course. The foundation provided by Modules 1 and 2 has been very useful in helping to understand and analyze these difficulties. The foundation for understanding the guiding principles and values that should direct our response to structural concerns was built in Module 1, which investigated the idea of justice and its different aspects. It assisted me in seeing that gender inequality is a systemic issue that requires systemic remedies rather than just being a question of personal bias. By exploring the social, cultural, and historical elements that lead to inequality and injustice, Module 2 deepened the knowledge of structural concerns. It emphasized the value of intersectionality and how many types of prejudice interact and amplify the experiences of oppressed people.
Understanding the intricate mechanics of gender disparity in nursing, where intersecting variables like race, ethnicity, and socioeconomic position may increase gaps, has been very helpful. Justice and change have been advanced by modules 3, 4, and 5. The third module’s emphasis on ethical frameworks and decision-making procedures emphasized the need to oppose preexisting power systems and fight for justice and equality. The tactics for bringing about social change, such as community involvement, activism, and policy lobbying, were further examined in modules 4 and 5.
These programs have given me useful resources and insights to combat gender inequity in the nursing industry, enabling me to affect change in my work environment. The UNCC300 course has significantly impacted my understanding of gender inequity in nursing. My comprehension of the underlying historical and structural causes of this problem has increased, enabling me to approach it from a more critical standpoint. I have developed a thorough awareness of the difficulties of gender disparity in healthcare by examining the many views in academic and governmental literature. These sources have given me ideas and insights backed by data that I can utilize to promote gender equality in nursing.
The Way Forward for Addressing Gender Inequality in the Nursing Sector
It is essential to practice effective measures that address the root causes and foster a more inclusive and equitable workplace to overcome gender disparity in the nursing industry and advance gender equality. The following tactics might be suggested as a course of action: First and foremost, supporting female nurses’ access to equitable opportunities and professional growth is critical. It may be accomplished by implementing regulations that provide equitable access to opportunities for professional development, education, and training. Furthermore, developing leadership efforts and mentoring programs geared toward female nurses may enable them to succeed in their professions and shatter the glass barrier. Second, policies that prioritize work-life balance and families should be prioritized. Policies like flexible working hours, maternity leave, and childcare assistance can help male and female nurses balance their work and family responsibilities. This benefits nurses’ health while also assisting in retaining competent and diverse nursing staff.
Lastly, encouraging men to pursue careers in nursing is essential for dispelling gender norms and advancing gender equality. It is important to work to dispel social stereotypes and promote the inclusion of male nurses in the field. It may be accomplished by running awareness campaigns, using targeted recruiting measures, and creating a welcoming workplace that supports diversity. SDG
Gender Equality is a pertinent Sustainable Development Goal (SDG) about gender equality.
SDG 5 is focused on empowering all women and girls and achieving gender equality. At all political, economic, and public decision-making levels, goal 5.5 specifically intends to secure women’s full and effective involvement and equal opportunity for leadership. This goal directly relates to the need for female nurses in the nursing profession to have access to equal opportunities for professional growth. By implementing the suggested methods, the nursing industry may help achieve SDG 5 and its objectives.
Target 5.5 may be met by encouraging female nurses to have equal chances and to grow in their careers, which enables their full and effective involvement and leadership in the healthcare industry. Policies that promote work-life balance and family-friendly behaviours also advance gender equality by addressing the disproportionate toll that caregiving obligations often take on women. Inspiring real-world examples and case studies highlighting effective approaches to overcome gender disparity in nursing may be found. Examples of this include businesses that have mentoring programs in place, laws supporting work-life balance, and campaigns to dispel gender stereotypes. By emphasizing these instances, the potential effects of the suggested measures may be shown, giving businesses and community-based groups a road map for successfully addressing gender imbalance in the nursing profession.
A Local Community Organization’s Contribution to Promoting Gender Equality in Nursing
The local community group The Victorian Women’s Trust Ltd (VWT), which operates in the area, is committed to furthering gender equality and empowering women and girls. The Victorian Women’s Trust (VWT) was created in 1985 with a significant donation from the state government as part of the sesquicentennial festivities to honour and commemorate the achievements made by women in Victorian society over the preceding 150 years. VWT has been allowed to openly campaign on problems impacting women and girls since achieving complete independence from the government in 1993, guiding research, policy creation, and advocacy activity. By working with healthcare organizations to promote gender equality policies and practices, the VWT can play a vital role in tackling gender imbalance in nursing. The VWT may encourage the adoption of regulations that guarantee equal opportunity, just remuneration, and a supportive work environment for all nurses, regardless of gender, by entering into meaningful communication and collaborations with hospitals, clinics, and healthcare providers.
This partnership may help develop a nursing industry that honours and encourages the advancement of female nurses. The VWT may also create mentoring programs and support networks designed especially for female nurses. The organization may support mentoring programs that pair up experienced female nurses with nurses just starting in their careers because it recognizes the particular difficulties women encounter in nursing, such as workplace discrimination and a lack of leadership chances.
These initiatives provide female nurses with the tools to overcome challenges, enhance their careers, and help gender equality in nursing become a reality. Another essential component of tackling gender imbalance in the nursing industry is advocating for equitable representation and eliminating prejudices within nursing leadership. To promote more female participation in leadership roles, the VWT may aggressively engage with nursing groups, professional bodies, and legislators.
The organization may combat gender prejudices, advance diversity, and pave the way for women to hold leadership positions in the nursing profession via awareness campaigns, legislative suggestions, and collaborative projects.
The VWT might look into possible alliances and partnerships with nursing industry stakeholders to optimize its effect. The organization may use resources, experience, and collective power to promote lasting change by partnering with nursing associations, healthcare facilities, academic institutions, and government agencies. These collaborations may encompass cooperative initiatives, research projects, policy creation, and advocacy campaigns to advance gender equality in nursing and build a more inclusive healthcare system. The VWT may provide evidence-based suggestions for its engagement in resolving gender imbalance in nursing based on evidence-based research and best practices:
- Regularly hold training sessions and seminars on unconscious bias and gender equality for medical workers.
- Work with universities and nursing schools to include diversity and gender equality education in nursing curricula.
- Encourage healthcare facilities to create gender-sensitive policies and procedures.
- Create forums and conferences to discuss best practices for tackling gender imbalance in nursing and to highlight successful efforts.
- Gather information and carry out research to inform evidence-based treatments and policies on the experiences of female nurses and the effects of gender inequality in healthcare. By making these efforts, the VWT can actively support advancing gender equality in the nursing field, creating a supportive environment that empowers all nurses and encourages the delivery of fair healthcare.
Conclusion
This article has shown how important it is to address gender disparity in the nursing industry, especially in the Australian environment. We have examined the many types of gender discrimination experienced by male and female nurses, emphasizing the negative effects on healthcare delivery and nursing professionals’ rights. The need to resolve this structural problem has been further highlighted by the intertwining of gender inequality with workplace dynamics, wage discrepancies, and social prejudices. It is critical to understand that establishing gender equality in nursing is necessary for fairness, social justice, and sustainable growth. The nursing profession is essential in providing top-notch healthcare and fostering general well-being. We can foster an inclusive and empowered atmosphere that improves the standard of patient care and promotes nurses’ professional development and general well-being by guaranteeing gender equality within the nursing field.
Prioritizing gender equality in nursing is essential for people, healthcare facilities, and regional community groups like the Victorian Women’s Trust Ltd to make a difference. It calls for coordinated efforts, such as putting equal opportunity policies into place, dispelling myths, and promoting diversity in nursing leadership. By working together and confronting gender inequality aggressively, we can advance a more inclusive healthcare system that values and respects the contributions of all nurses. However, it’s crucial to note that attempts to achieve gender parity in the nursing profession are ongoing. To confront persistent prejudices and structural impediments, constant awareness, education, and activism are necessary. Let’s dedicate ourselves to this cause and work to create a profession for nurses where everyone, regardless of gender, can succeed, contribute, and positively influence people’s health and well-being, and communities.
Bibliography
Victorian Women’s Trust Ltd. “About.” Accessed n.d. https://www.vwt.org.au/victorian-womens-trust-ltd/.
Rowlands, Anna. Towards a Politics of Communion: Catholic Social Teaching in Dark Times. London: T&T Clark, 2021, 1–14 (“Introduction”). [Required resource.]
Marston, Joan M. “The Spirit of ‘Ubuntu’ in Children’s Palliative Care.” Journal of Pain and System Management 50 (2015): 424–427. [Course of the study-specific resource.]
McGill University. “The 2019 Claude Ryan Lecture on Catholic Social Thought – Charles Taylor.” YouTube video clip, https://youtu.be/IR2tvIXvnds (accessed February 13, 2023). [LEO resource from Module 1.]
Pope Francis. (2015). Laudato Si: On Care for Our Common Home. Retrieved from https://www.vatican.va/content/francesco/en/encyclicals/documents/papa-francesco_20150524_enciclica-laudato-si.html
United Nations Development Programme (2022). “Sustainable Development Goals” [AT2 SDGs]. Available at https://practicalaction.org/sustainable-development-goals/?gad=1&gclid=Cj0KCQjwyLGjBhDKARIsAFRNgW_tE8itEkgM8rLj6Ch4_R7iv8qJd8dJrmWB7P4waoHZKMcbBGp5WoUaAtazEALw_wcB
Victoria State Government (n.d)”Respectful Relationships” program in Victorian schools. https://www.education.vic.gov.au/school/teachers/teachingresources/discipline/capabilities/personal/Pages/respectfulrel.aspx
World Bank. “World Development Report 2012: Gender Equality and Development” [Course of study-specific resource]. https://openknowledge.worldbank.org/handle/10986/4391
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