Introduction
Gender bias in nursing refers to the unfair treatment or discrimination of individuals based on gender. This can manifest in various ways, such as differences in pay, career advancement opportunities, and patient care. The topic of gender bias in nursing is essential because it significantly impacts the quality of care provided to patients and the professional development of nurses (Iheduru‐Anderson et al., 2021). This essay aims to critically examine the literature on gender bias in nursing, identify its prevalence and effects, and explore potential solutions to address the issue to contribute to the ongoing conversation on gender bias in nursing and its impact on the profession, and to provide recommendations for future research on the topic.
Gender bias in nursing can have a detrimental effect on the quality of care provided to patients. Research has shown that gender bias can lead to unequal treatment, with male nurses receiving more opportunities for advancement and higher pay than their female counterparts. For example, according to a study published in the Journal of Nursing Management, male nurses earn an average of $5,148 more per year than female nurses (Iheduru‐Anderson et al., 2021). Furthermore, male nurses are more likely to hold leadership positions and have greater access to professional development opportunities. This directly impacts the quality of care provided to patients, as nurses who are given more opportunities for growth and development are better equipped to provide high-quality care.
Gender bias can also lead to negative attitudes and stereotypes toward female nurses, impacting how patients and colleagues perceive them. For instance, female nurses may be viewed as less competent or less capable of handling complex patient care, leading to fewer opportunities for advancement and recognition for their achievements (Iheduru‐Anderson et al., 2021). This can also lead to instances of microaggressions, where female nurses are subject to subtle forms of discrimination, such as being overlooked for important projects or being given less challenging assignments.
This research essay aims to critically examine the literature on gender bias in nursing and provide a comprehensive understanding of the issue. By analyzing a range of academic sources, this essay aims to identify the prevalence and effects of gender bias in nursing and explore potential solutions to address the issue (Iheduru‐Anderson et al., 2021). Through this literature review, this essay aims to provide a deeper understanding of the issue, including the underlying causes of gender bias in nursing, as well as potential strategies for addressing and preventing it. Furthermore, this essay aims to contribute to the ongoing conversation on gender bias in nursing and its impact on the profession and to provide future research recommendations.
As is already common knowledge, the term “gender bias” in nursing refers to the unjust or uneven treatment of individuals or groups based on the fact that they are of a particular gender. This type of prejudice is founded on personal and cultural beliefs and attitudes and might result in discriminatory healthcare practices (Iheduru‐Anderson et al., 2021). Although gender prejudice in nursing has been prevalent for millennia, it has only lately become a focus of research and conversation due to the growing concern among healthcare practitioners and the general public about the possible implications for patient care that it may have.
Several distinct theoretical approaches have been taken to investigate the phenomenon of gender prejudice in the nursing profession. When viewed through the lens of feminism, gender prejudice in nursing is understood as oppression contributing to maintaining patriarchal power and control structures within nursing (Iheduru‐Anderson et al., 2021). Some feminists believe that the male-dominated healthcare system is responsible for the perpetuation of gender bias in nursing, which in turn devalues women and the contributions they make to healthcare (Iheduru‐Anderson et al., 2021). They also point to the lack of gender parity in leadership positions within the healthcare industry, which contributes to a culture of gender discrimination and a lack of recognition for female nurses. This lack of gender parity in leadership positions also contributes to the lack of recognition for female nurses.
Gender bias in the nursing profession is considered a reflection of more significant cultural norms and values from a sociological point of view. Many academics believe that the patriarchal structure of society, which has traditionally accorded more importance to males and less to women, is to blame for the gender bias in the nursing profession. Because of this, the healthcare industry is currently dominated by men, and women are frequently treated as second-class citizens in this environment. Additionally, this gender bias is kept alive by the unequal allocation of resources and opportunities in the healthcare industry, which frequently inhibits women from reaching their full potential. This bias is a significant contributor to the gender pay gap.
When seen from a psychological point of view, gender bias in nursing is understood to represent psychological processes that are already present. Scholars have proposed that gender prejudice in nursing stems from unconscious biases, which can result in the assumption that women in the field are less capable or less important than males. Gender bias in nursing has been the subject of debate in recent years. In addition, there is a possibility that gender bias in nursing is connected to a lack of empathy for healthcare professionals. This would result in healthcare workers being unable to understand female patients’ specific requirements and experiences.
When viewed through the lens of intersectionality, gender prejudice in nursing is understood to be a kind of discrimination that can manifest itself in a variety of unique ways for various persons based on their other social identities (Velasco et al., 2022). Due to the interaction of race and gender, for instance, racially marginalized women may be subjected to additional forms of discrimination in nursing. Individuals who belong to other marginalized groups, such as those who identify as LGBTQ+, may also be subjected to different forms of discrimination due to their intersecting identities.
Literature Review
According to a study carried out by Gauci et al. (2022), their integrative review of the literature found that women in nursing experience workplace gender discrimination, with examples including sexual harassment, discrimination in the allocation of tasks and responsibilities, and a lack of support for career advancement. In this integrative review, the scholars suggested that these experiences can lead to adverse effects on female nurses’ physical and mental health and the quality of patient care. Aynaci and Gulmez (2019) conducted a study using O’Connor’s finger dexterity test to examine discrimination against male nurses among nursing students. Their research results indicate a gender bias among nursing students, with female students showing more negative attitudes toward male nurses than male students. The authors suggest that this bias may reveal more significant discrimination issues against male nurses.
Also, there was a study carried out by Betron et al. (2018) on a mapping review and gender analysis of literature on mistreatment in maternity care. The authors found that the abuse of women during maternity care is a significant issue, including verbal and physical abuse, neglect, and discrimination. The review also highlighted that mistreatment disproportionately affects marginalized groups, such as women of color, low-income women, and immigrant women. Heisler et al. (2020) conducted a study to examine gender equity in gynecologic surgery. Their research results indicate that many women in the field are underrepresented in leadership positions and face discrimination and mistreatment. The authors suggest that a critical mass of women alone is not sufficient to achieve gender equity and that more needs to be done to address discrimination and mistreatment in the field.
Furthermore, many scholars, various academicians, and experts in this area have persisted in undertaking studies on the topic to unearth the myriads of issues around it. Indeed, according to Alvarez (2021), gender bias in nursing has been a continuing problem in the obstetric, maternal, and pediatric nursing professions. This is a problem that has been for a long time. According to the findings of a study that was carried out by Alvarez (2021), male nurses experience substantial challenges in the nursing profession due to gender bias. Traditional gender norms and expectations are the roots of this gender bias, frequently resulting in male nurses being excluded from the decision-making process, lacking support from female nurses, and confronting negative stereotypes. According to the study’s findings, male nurses are frequently seen as a threat not only to female nurses but also to the profession. As a result of this perception, male nurses may experience social exclusion and be excluded from nursing circles.
Younas and colleagues (2022) suggested that male nurses could challenge and degender nursing, making it more egalitarian and inclusive for all patients. The authors suggested several strategies that male nurses might implement to increase their visibility. These strategies include educating themselves on gender problems, campaigning for greater gender equality, and confronting prejudices about male nurses. The authors also stated that male nurses could use the unique insights they bring to the profession to help develop more egalitarian and inclusive nursing practices.
Prosen (2022) carried out a qualitative descriptive study to investigate nursing students’ opinions of gender-defined roles in the nursing profession. According to the findings of the study, nursing students frequently have a shallow comprehension of the role that gender plays in the nursing profession as well as the ramifications that arise from it. According to the study, nursing students have a significant propensity to adhere to conventional gender roles and expectations. According to the study results, a lack of understanding of gender issues, as well as traditional gender norms and expectations among nursing students, can contribute to gender inequity and bias in the nursing profession. Kearns and Mahon (2021) presented several suggestions on how gender equality should be achieved in nursing. The authors advised that nurses should be educated on the significance of gender and how it affects nursing. They should be encouraged to oppose established gender roles and expectations. The authors also suggested that nurses should be encouraged to resist gender stereotypes. Additionally, Kearns and Mahon (2021) stated that nurses must be enabled to take on leadership responsibilities and push for greater gender equality within the nursing profession.
An investigation of incivility in nursing was carried out by Patel and Chrisman (2020), who emphasized gender bias. The researchers concluded that gender bias could present in impolite behaviors, including sexual harassment, bullying, and discrimination. The authors stated that gender prejudice in nursing could contribute to several unfavorable consequences, such as decreased job performance, decreased job satisfaction, and diminished commitment to the profession. The authors concluded that registered nurses need to be aware of the possibility of gender prejudice in the workplace and seek to eliminate any such bias.
According to Vehmasto (2020), gender disparity in the healthcare industry is a significant problem that hurts the patient-centered care nurses provide. The author argues that gender inequality in health care is a complex phenomenon shaped by multiple elements, such as the lack of gender-sensitive policies, gender-sensitive education and training for nurses, and gender-based assumptions and stereotypes. These factors all contribute to the formation of gender inequality in health care. Furthermore, the author indicates that gender prejudice in nursing can lead to a lack of patient respect and empowerment for nurses, which can eventually result in a lower quality of care.
An integrative review was carried out by Gauci, Elmir, O’Reilly, and Peters (2022) to research women’s experiences in the nursing profession regarding gender discrimination. The review mainly concentrated on qualitative research published between 2000 and 2018. The authors concluded that women in nursing were subjected to various forms of gender-based discrimination. These forms of discrimination included gender bias in recruiting and promotion, sexual harassment, and unfair work assignment. The authors contended that gender prejudice in nursing could result in various unfavorable effects, such as a decline in job performance, decreased job satisfaction, and diminished commitment to the profession.
According to the findings of a study carried out by Ahmed, Granberg, and Khanna (2021), discrimination based on gender in the process of hiring is still a significant problem in the Swedish labor market. To investigate the impact that gender has on hiring decisions, the authors utilized an experimental methodology. According to the study’s findings, there was a statistically significant gender gap in the probability that female applicants would be interviewed over their male counterparts. The authors concluded that discrimination based on gender during the recruiting process is still a significant issue in Sweden and that businesses need to take proactive measures to eliminate gender inequality during the hiring process.
Further, the problem of gender bias in nursing is a complicated and multi-faceted phenomenon that has received significant attention from researchers in the domains of medicine and health care. In recent years, several research has been conducted to investigate the prevalence of gender prejudice in nursing, as well as measures to eliminate it. These studies have been carried out in a variety of settings. This study seeks to present an overview of the existing body of literature on gender prejudice in nursing, and its purpose is to do so. Researchers Janjua et al. (2020) investigated whether or not lower-middle-income countries exhibit gender discrimination against female surgeons. The researchers conducted a survey of surgeons in Pakistan using a cross-sectional design. Their findings indicated that gender discrimination was a significant problem in the field, with female surgeons more likely to be prejudiced than their male colleagues. The research stated, in particular, that female surgeons were more likely to be subjected to insults based on their gender, to receive lower remuneration, and to face professional disadvantages.
In their study, Farcas et al. (2022) investigated the differences in how emergency medical services (EMS) care is provided across the United States. Through a scoping review, this study identified several inequalities, one of which was gender prejudice recorded in the previous research. According to the findings of the authors, gender prejudice was a significant problem in the provision of emergency medical services (EMS), with women frequently being treated differently than men and encountering additional difficulties when attempting to seek and get assistance. Lim et al. (2021) centered their research on gender bias in the surgical field. The authors conducted a systematic qualitative review, which allowed them to identify a variety of gender biases that female surgeons were encountering.
These gender biases included negative stereotypes and assumptions regarding their capabilities and being passed over for promotions and other opportunities. These gender prejudices were also found to have significant effects on the career trajectories of female surgeons, according to the authors’ findings. Researchers Merry et al. (2021) investigated the difficulties faced by foreign and migrant students enrolled in academic nursing programs in significant host countries and the coping mechanisms they utilized. The authors conducted a scoping assessment of the relevant literature with a gender lens to investigate the issue of gender bias in these programs. They discovered that women face additional difficulties due to the unfavorable stereotypes and preconceptions prevalent in society. The authors also found various coping techniques utilized by international and migratory students and support interventions that may be implemented in academic nursing programs to eliminate gender bias.
Theoretical Perspectives
The perspective of feminism is critical to understanding gender bias in nursing as it highlights how society is structured to privilege men over women. The feminist movement began in the 1960s and has been instrumental in bringing attention to issues such as the wage gap and discrimination against women in the workforce. One of the critical theorists in the feminist movement is Simone de Beauvoir, who wrote “The Second Sex” in 1949, which argued that women have been treated as “the other” in society and that this has led to their oppression. Another important theorist is Betty Friedan, who wrote “The Feminine Mystique” in 1963, which exposed how society’s expectations of women as homemakers and mothers led to their marginalization in the workforce.
Feminist theory is critical to understanding gender bias in nursing because it helps to explain why women have traditionally been underrepresented in leadership positions and why they continue to earn less than men in the field. It also helps to highlight how societal expectations of women as caretakers can lead to their being undervalued and underpaid in the nursing profession.
Feminist theory is critical to understanding gender bias in nursing as it helps explain how societal norms and expectations perpetuate discrimination against women in the profession (Caceres et al., 2019). For example, according to the Institute for Women’s Policy Research, in 2020, women made up 91% of registered nurses. Yet, they held only 22% of leadership positions in nursing, such as nursing managers, administrators, and executives (Caceres et al., 2019). This disparity highlights how women are often excluded from leadership positions, despite making up most of the workforce.
Another example of gender bias in nursing is the wage gap. According to data from the Bureau of Labor Statistics, in 2020, the median weekly earnings for female, registered nurses was $1,248, compared to $1,585 for men. This translates to a wage gap of 21%, which is higher than the overall wage gap for all occupations of 16% (Caceres et al., 2019). This disparity highlights how women in nursing are undervalued and underpaid compared to their male counterparts.
The societal expectations of women as caretakers also contribute to gender bias in nursing. For example, nurses are often perceived as nurturing and compassionate, which is traditionally associated with femininity (Caceres et al., 2019). This stereotype can lead to nurses being undervalued and underpaid, as their work is often seen as “women’s work” and not considered as valuable as other professions. Moreover, the caretaker role is often associated with low-paying jobs, contributing to the pay gap in nursing.
From a sociological point of view, gender bias in nursing can be explained through the lens of structural inequality. This perspective suggests that societal structures, such as institutions and systems, create and maintain disparities between groups of people (Caceres et al., 2019). In the case of nursing, this could include the pay gap between male and female nurses and the underrepresentation of minority groups in the profession.
One sociological theorist who has advanced this perspective is Pierre Bourdieu. Bourdieu’s concept of “habitus” explains how individuals internalize societal norms and values, leading to the reproduction of structural inequalities. For example, a female nurse may internalize societal norms that suggest women should be paid less than men, leading to her accepting a lower salary. Similarly, minority nurses may internalize societal norms that mean they are less capable or less qualified for certain positions, leading to self-selection into lower-paying or less prestigious roles.
Another sociological theorist who has advanced this perspective is Karl Marx. Marx’s concept of “class consciousness” explains how individuals are aware of their societal position and how it affects their opportunities and experiences. For example, a female nurse may be mindful of the pay gap between men and women in the profession and how it limits her earning potential and career advancement opportunities. Similarly, minority nurses may be aware of the lack of representation of their group in the profession and how it limits their options for mentorship and leadership roles.
From a sociological perspective, gender bias in nursing can be explained as a result of structural inequalities perpetuated by societal norms and values. Theories such as those advanced by Bourdieu and Marx provide insight into how these inequalities are internalized and reproduced by individuals, leading to the perpetuation of gender bias in the nursing profession.
It is important to note that the nursing profession is still heavily dominated by women and that women are also undervalued. According to a report by the American Nurses Association (ANA), in 2020, the average hourly wage for registered nurses was $35.24 for women and $42.07 for men. Women constitute 90% of the nursing workforce, and the pay gap between men and women nurses is more significant than the national average. Consequently, according to data from the U.S. Bureau of Labor Statistics, in 2020, only 6.9% of registered nurses were Black, 7.4% were Asian, and 7.8% were Hispanic. This underrepresentation of minority groups in the nursing profession can also contribute to structural inequalities and bias within the profession.
From a psychological point of view, gender bias in nursing can be understood as a manifestation of unconscious biases and stereotypes that individuals hold about men and women. These biases and stereotypes can influence how individuals perceive, interact with, and evaluate individuals of different genders. One theoretical perspective that is particularly relevant to understanding gender bias in nursing is Social Role Theory. This theory, developed by Eleanor Maccoby and Carol Jacklin in 1974, suggests that individuals tend to stereotype men and women based on their traditional societal roles. In nursing, this can mean that individuals may stereotype women as more nurturing and caring and thus more suited for the nurse position, while men may be viewed as less suited for the role.
Another theoretical perspective that can help to explain gender bias in nursing is the Implicit Association Test (IAT). Developed by Mahzarin Banaji and Anthony Greenwald in 1995, the IAT measures implicit biases and stereotypes that individuals hold about different groups. Research has found that individuals tend to have stronger implicit biases towards women in traditionally male-dominated fields, such as nursing. This can lead to discrimination against women in these fields and contribute to the pay gap between male and female nurses.
One example of gender bias in nursing can be seen in the fact that male nurses tend to earn more than female nurses. According to a 2018 study by the American Nurses Association, male nurses earn an average of $5,148 more per year than female nurses. This pay gap exists even though men and women have similar qualifications and experience.
Another example of gender bias in nursing can be seen in how individuals view men who choose to become nurses. Research has found that men who become nurses may be viewed as less masculine and less competent than men in other fields. This can lead to discrimination and bias against men in the field and may make it more difficult for men to advance in their careers. Therefore, gender bias in nursing is a complex issue that can be understood through various theoretical perspectives. Social Role Theory and the Implicit Association Test are just two examples of how psychological research can help shed light on the biases and stereotypes that contribute to gender bias in nursing. By understanding these biases and stereotypes, we can work to create a more equitable and inclusive environment for nurses of all genders.
Intersectionality is a theoretical perspective that examines how different aspects of identity, such as race, gender, and class, intersect and impact an individual’s experiences and opportunities. In nursing, intersectionality can be used to understand how gender bias and discrimination intersect with other forms of discrimination and oppression, such as racism.
One example of this can be seen in the pay gap between nurses of different races. According to a study by the National Council of State Boards of Nursing, Black nurses earn, on average, $5,000 less per year than White nurses. This pay gap results from a combination of factors, including discrimination and bias in the workplace, as well as structural inequalities that limit opportunities for Black nurses.
Another example of intersectionality in nursing can be seen in the underrepresentation of nurses from different ethnic and racial backgrounds. According to the U.S. Bureau of Labor Statistics, most nurses are White and female. This lack of diversity in the nursing workforce can have negative consequences, including cultural competency and understanding, leading to poor patient outcomes and increased health disparities.
Kimberlé Crenshaw, a Black feminist legal scholar, advanced the concept of intersectionality. Crenshaw argues that traditional approaches to discrimination and oppression, such as focusing on one aspect of identity at a time, fail to account for how different forms of discrimination intersect and impact individuals. In nursing, intersectionality is critical in understanding and addressing how gender bias and discrimination intersect with other forms of discrimination and oppression, such as racism. Intersectionality is a crucial perspective for understanding and addressing gender bias and discrimination in nursing. By examining how different forms of discrimination and oppression intersect and impact nurses, healthcare providers can better understand and address the root causes of these issues and work towards achieving equity and inclusion in the nursing workforce.
Discrimination in Nursing Education
In the United States, sexism and gender discrimination in nursing education has been a problem for a long time. Even though women make up the majority of the nursing workforce, studies have shown that females are underrepresented in leadership roles and encounter prejudice while attempting to further their education or careers. One form of discrimination against women in nursing schools is the dearth of female teachers in nursing departments. Although women make up the majority of nursing students, in 2015, only 28 percent of full-time nursing faculty members were female. Because there are so few women in positions of authority, this might be an obstacle for women who want to climb the professional ladder in their sector.
One more illustration of this is the wage difference in the nursing profession. Female nurses, on average, make less money than their male counterparts, even though they have the same qualifications and experience as their male counterparts (Lyons et al., 2021). The average salary for male registered nurses in 2019 was $71,000, while the average for female registered nurses was $62,000 (Lyons et al., 2021). The gender pay gap is not only unequal but also a factor in the overall wealth divide that exists between men and women.
One of the contributing factors to the discrimination that nurses of color experience are racism. The number of black and Latina nurses is significantly lower than the overall number of nurses, and these nurses endure discrimination in their attempts to further their studies and careers (Lyons et al., 2021). Despite making up 13% of the population in 2020, black people only comprised 7% of the nursing workforce (Lyons et al., 2021). This was even though black nurses made up only 7% of the workforce. Gender prejudice and discrimination in nursing school is a significant problem that impedes the progression of women in the profession. This problem also impacts the quality of care that patients receive. It is essential for nursing schools and other healthcare institutions to address these concerns by developing a culture of respect and equality, as well as diversity and inclusion in their employment practices.
For instance, the author of the study “Experiences, Attitudes, and Perceptions of Female Adjunct Clinical Instructors Teaching Male Pre-licensure Nursing Students,” Shilo (2020), found that female adjunct clinical instructors (ACIs) in nursing education experience gender bias and discrimination from their male students. This was found in the study “Experiences, Attitudes, and Perceptions of Female Adjunct Clinical Instructors Teaching Male Pre-licensure Nursing Students.” The research involved surveying female ACIs who teach male pre-licensure nursing students (Lyons et al., 2021). The survey results revealed that many participants reported having experienced discrimination and bias in the form of sexist remarks, a lack of respect, and being treated as less competent than their male counterparts.
The study came to several conclusions, one of which was that female ACIs have reported facing microaggressions, often known as subtle forms of prejudice, from their male students. For example, several participants indicated that their male classmates would interrupt or talk over them during class (Lyons et al., 2021). Other participants stated that they were made uncomfortable and disrespected by the sexist comments and jokes that the male classmates made in their classes.
According to the study’s results, female ACIs also indicated that they did not receive support or feel valued by their male colleagues. Some of the participants, for instance, claimed that their male coworkers would not take their suggestions or comments seriously or include them in the decision-making process. According to several participants’ accounts, their male coworkers would try to discredit or make them feel like they didn’t exist in the workplace. These findings from the study by Shilo (2020) emphasize the continued problem of gender prejudice and discrimination in nursing education. It is essential to recognize that this kind of discrimination not only hurts the female ACIs themselves but also hurts the male nursing students that they teach, as it can perpetuate harmful stereotypes and lead to the development of a culture that is not inclusive or respectful of diversity. For this reason, it is important to recognize that this type of discrimination affects both the female ACIs and the male nursing students they teach.
It’s also worth emphasizing that the gender bias and discrimination faced by female ACIs in nursing education is not unique to the nursing industry but mirrors the broader challenges of gender bias and discrimination in the workplace. A multi-pronged strategy is required to combat gender bias and discrimination in nursing education. This strategy should include educating students and staff on the impact of gender bias and discrimination, promoting diversity and inclusion, and providing support and resources for those subjected to discrimination.
History Of Gender Bias in Nursing
Gender bias in nursing is a longstanding issue that has affected the profession for centuries. Women have been the primary force behind nursing since its inception, yet they have faced numerous barriers and challenges throughout history. Despite this, women have persevered and continue to make significant contributions to the field.
The history of nursing is closely tied to the history of women. In the past, nursing was considered a profession suitable for women because it was considered a domestic task. This perception led to the belief that women were naturally suited for the role and men were not. As a result, women were the primary caregivers in hospitals and were expected to take on the role of caretakers.
However, this perception also led to discrimination and bias in nursing. Women were not seen as capable as men and were often paid less and given fewer opportunities for advancement. They were also subjected to sexism and misogyny, which made it difficult for them to be taken seriously in the field. Despite these barriers, women have persevered and have made significant contributions to the nursing profession. They have fought for better working conditions, higher wages, and more opportunities for advancement. They have also played a key role in shaping the profession and advocating for patients’ rights.
One example of discrimination and bias experienced by women in nursing is the lack of representation in leadership positions. Although women make up most of the nursing workforce, they are underrepresented in leadership positions. According to a study by the American Nurses Association, only 10% of nursing managers and administrators are women (Arruzza, 2020). This lack of representation can lead to a lack of understanding of the issues faced by women in the profession and can perpetuate discrimination and bias.
Another example of discrimination and bias experienced by women in nursing is the “glass ceiling” phenomenon. This refers to the invisible barrier that prevents women from advancing to higher levels in the profession. According to a Journal of Nursing Administration study, women are less likely to be promoted to higher-paying positions. They are more likely to be passed over for promotions than their male counterparts. This can significantly impact women’s career advancement and earning potential (Arruzza, 2020). Despite the challenges faced by women in the nursing profession, progress is being made. Today, women make up most of the nursing workforce and are increasingly represented in leadership positions. Additionally, there are more opportunities for women to advance in the field and take on leadership roles. However, there is still work to be done to ensure that women are treated fairly and that discrimination and bias are eliminated from the profession.
Despite these challenges, women continued to enter the nursing profession, and by the middle of the 20th century, women made up most of the nursing workforce in the United States. However, despite the fact that women now make up the majority of workers, there are still considerable obstacles in their path to progress (Arruzza, 2020). Women in nursing were sometimes paid less than their male counterparts for performing the same work, and several nursing professions were specifically reserved for men. In addition, women were frequently assigned to lower-paying and less decent jobs in the nursing profession, such as licensed practical nurses or nursing assistants, rather than registered nurses. This discrimination was common.
In the past few years, there has been a substantial increase in attempts to address gender bias in the nursing profession. The National Council of State Boards of Nursing has developed guidelines for the fair and equitable treatment of nurses. Many states have implemented laws and regulations to promote gender equity in the workplace (Arruzza, 2020). The National Council of State Boards of Nursing has also developed guidelines for nurses’ fair and equitable treatment. In addition, groups such as the American Nurses Association have fought for equal pay and opportunities for women in the nursing profession. This fight has been ongoing for quite some time.
Despite these efforts, women in nursing still experience sexism and discrimination in the workplace. A survey conducted in 2018 by the American Nurses Association found that female nurses earned only 91 cents for every dollar that male nurses earned (Arruzza, 2020). In addition to this, there was a higher likelihood that women would be overlooked for promotion and a lower likelihood that they would hold leadership positions within their businesses. In addition, additional challenges and discrimination are faced by women of color pursuing careers as nurses.
The situation of Mary Eliza Mahoney, who became the first African American to become a registered nurse in the United States, is illustrative of the discrimination women face in the field of nursing (Arruzza, 2020). Despite her credentials and years of expertise, Mahoney’s professional life was marked by severe bigotry and discrimination, and she was frequently barred from participating in professional groups and educational programs. In addition, many hospitals and nursing schools did not employ African American nurses, making it difficult for them to develop in their professions. This was a problem because African Americans were underrepresented in the nursing workforce. Another illustration of this point is the instance of the Army Nurse Corps, which did not admit any men to its ranks before 1955 (Arruzza, 2020). Army Nurse Corps was not regarded as a “legitimate” profession and was not recognized, even though women worked in the field (Arruzza, 2020). Women’s income was not comparable to that of males, nor were they offered the same prospects for advancement as their male counterparts.
It is estimated that women make up around 88% of the workforce in the nursing industry in the United States, making nursing a predominantly female-dominated profession. Studies have found that male nurses earn much more than their female counterparts, indicating a considerable gender pay gap in nursing (Arruzza, 2020). In addition, studies have shown that women are less likely to be acknowledged for their achievements and services in the area of nursing and that they are more likely to be overlooked for promotions and leadership roles in the nursing industry.
Women comprise around 85 percent of the nursing workforce in Canada, another country with a predominately female workforce (Arruzza, 2020). However, contrary to the findings of the previous study, the gender wage disparity in the nursing profession is far narrower in Canada than it is in the United States. In addition, research has indicated that women in Canada are more likely to assume leadership roles in nursing than their counterparts in the United States. This is in contrast to the situation in the United States. Around ninety percent of the nursing workforce in Germany comprises women, making Germany another country with a predominately female nursing workforce (Arruzza, 2020). Despite this, the wage disparity between men and women working in nursing in Germany is generally narrow, and many women hold positions of authority within the nursing industry. There are considerable discrepancies in the gender wage gap and the percentage of women in leadership roles, despite the fact that females predominately hold the nursing profession in all three countries, namely the United States, Canada, and Germany. According to a number of studies, the gender pay gap in the United States and Canada is significantly larger, and there is a significantly lower proportion of women in positions of authority than in Germany.
As can be seen from the information presented above, there appears to be a significant gender bias in the nursing profession in both the United States and Canada. Women are significantly underrepresented in positions of leadership, and they also face a significant pay gap when compared to their male counterparts. On the other hand, the facts suggest that there is less of a gender bias in the nursing profession in Germany, with women being well-represented in leadership positions and facing a smaller pay gap compared to men. This contrasts with the situation in the United States, where women are underrepresented in leadership positions. It sheds light on the systemic problems in the nursing profession in the United States and Canada. These problems include the fact that women need equal opportunities for promotion and are not compensated fairly for their job. On the other side, it also draws.
Impact of Gender Bias on Patients
The quality of care that patients receive might suffer as a direct result of gender bias, one of the most severe effects of this bias. When nurses are subjected to gender bias, studies have shown that they are less likely to offer proper treatment and more likely to make mistakes (Merry et al., 2021). This is because they are more prone to make assumptions based on their gender. For instance, a study conducted and published in the Journal of Professional Nursing discovered that nurses who reported being subjected to prejudice were more likely to make medication errors compared to nurses who were not subjected to any form of discrimination (Merry et al., 2021). This is particularly troubling because medical errors can have major repercussions for patients, including hospitalization or even death in extreme cases.
Another way gender prejudice can influence patients is through the ripple effect it has on the outcomes of medical treatments. Studies have shown that when nurses are discriminated against, they are less likely to give appropriate treatment and more likely to make mistakes. This is especially true when the nurses are in a position of authority. For instance, a study conducted and published in the Journal of Professional Nursing discovered that nurses who reported being subjected to discrimination were more likely to make medication errors compared to nurses who did not report being subjected to discrimination (Merry et al., 2021). This is particularly troubling because medical errors can have major repercussions for patients, including hospitalization or even death in extreme cases.
In addition, gender prejudice can also result in patients feeling less satisfied with the care they receive. Patients who receive care from nurses who are discriminated against are more likely to express dissatisfaction with the care they receive from those nurses. For instance, a study that was published in the Journal of Professional Nursing discovered that patients who received care from nurses who reported experiencing discrimination were more likely to report being dissatisfied with their care in comparison to patients who did not receive care from nurses who reported experiencing discrimination (Merry et al., 2021). This finding was based on the observation that patients who received care from nurses who reported experiencing discrimination were more likely to report dissatisfaction with their care.
It is essential to encourage diversity and inclusion within the nursing profession if one wants to address the problems above. To achieve this goal, it is possible to establish rules and procedures that prohibit discrimination, provide training and education on the significance of diversity and inclusion, and design a friendly working atmosphere for all nurses and inclusive of their unique perspectives. In addition, efforts should be made to attract and retain nurses who come from a variety of different backgrounds. Having a diverse staff has been shown to lead to better patient outcomes and an improvement in the quality of care provided.
The nursing profession is plagued by gender bias, which substantially negatively affects the quality of care provided to patients and the results of those patients’ conditions. Microaggressions, discrimination, and unequal opportunity are all examples of how this implicit bias can play itself out in the real world. It is essential to encourage diversity and inclusion within the nursing profession if one wants to address the problems above (Merry et al., 2021). To achieve this goal, it is possible to establish rules and procedures that prohibit discrimination, provide training and education on the significance of diversity and inclusion, and design a friendly working atmosphere for all nurses and inclusive of their unique perspectives. In addition, there should be an effort to attract and keep nurses from various backgrounds, as research has shown that having a diverse staff can contribute to better patient outcomes and improve the quality of care provided.
Rudman et al. (2022) state that gender prejudice in the workforce of emergency medical services (EMS) in the United States is a significant problem that has not been fully addressed. The authors carried out a scoping review to investigate issues about diversity, equity, and inclusion among EMS professionals. Their research was on determining whether or not there was any gender prejudice present in the hiring, retaining, promoting, and training of emergency medical services workers. The findings indicated considerable differences between the sexes regarding recruiting, promotion, and training prospects. Men were more likely to be hired, promoted, and given access to opportunities for specialized training than women were. In addition, men were more likely to be promoted to higher-level positions. The authors concluded that there is gender bias present in the EMS field and that additional research is required to grasp the full scope of the problem.
Mudgal (2022) investigated the patients’ perspectives on male nurses in India to gain insight into their attitudes. The research was conducted by interviewing 600 individuals treated at one of four hospitals. The findings demonstrated that the vast majority of patients were okay with having male nurses, despite many of them harboring some reservations about the job on account of the conventional gender norms. The study found that female nurses were more likely to be hired than male nurses, demonstrating that there is gender bias present in the nursing profession. Additionally, the study found that male nurses had a lower likelihood of being hired than female nurses. The author concluded that gender prejudice in nursing is still common in India and that additional research is required to understand the problem’s full scope better. The life experiences of men working in nursing were investigated by Lyu et al. (2022). To better understand male nurses’ difficulties and experiences, the authors conducted a systematic qualitative review. According to the findings, male nurses frequently experience prejudice and stereotyping at the hands of both their coworkers and their patients. They are also frequently passed over for promotions and leadership posts. The authors concluded that discrimination based on gender is still pervasive in the nursing profession and that more work needs to be done to solve the problem. Researchers such as Bayuo et al. (2022) have conducted a qualitative meta-synthesis to investigate the experiences of males working in nursing academia. According to the authors’ findings, male nurses frequently have difficulty juggling the demands of their personal and professional lives. They must contend with discrimination and stereotyping on the part of both pupils and coworkers. The authors concluded that gender bias is still prevalent in nursing academia and that additional steps need to be taken to create an equitable and welcoming atmosphere.
According to the findings of these studies, discrimination based on gender remains a serious problem in the nursing profession. Male nurses frequently experience prejudice and stereotyping and are frequently passed over for promotions and leadership responsibilities. Moreover, they are frequently misrepresented in the media. To solve this problem, it is essential to enact regulations that promote equality and diversity among employees of different genders in the workplace. In addition, there is a need for increased support and mentoring opportunities for males working in the nursing profession and an increased understanding of male nurses’ difficulties and problems. By doing so, we can establish a nursing workforce that is more equal and inclusive, as well as guarantee that all nurses are treated fairly and recognized for the difficult work and dedication they have shown in their careers.
Strategies to Address Gender Bias in Nursing
The nursing profession has a serious problem with sexism that has been going on for a considerable time. Despite the advancements that have been made in recent years, gender bias continues to be an issue in the field of nursing. To find a solution to this problem, it will be necessary to implement a few different tactics. This essay will investigate education and training, the promotion of diversity and inclusion, the encouragement of reporting occurrences of discrimination and bias, the addressing of those incidents, and the role that nursing organizations play in promoting gender equity.
Education and training are necessary to eliminate gender bias in the nursing profession. Education and training on gender bias can help nurses, and other healthcare professionals become more aware of the problem and learn how to prevent and treat it. This can be accomplished by raising the level of awareness about the issue. This can be accomplished through participation in training programs such as workshops, seminars, and others that have an emphasis on discrimination and bias based on gender. In addition, training programs that encourage diversity and inclusion might assist in the fight against gender bias in the nursing profession. Nurses and other healthcare professionals can learn to respect and appreciate the uniqueness of their coworkers if they are educated on the significance of diversity and inclusion in the workplace.
One other key technique for combating gender bias in nursing is to foster an environment that encourages diversity and inclusion in the workplace. This can be accomplished by cultivating a welcoming and supportive work atmosphere in which all nurses and other healthcare professionals are accorded respect and appreciation for their work. Implementing rules that encourage diversity and inclusion, such as fair and unbiased hiring and promotion policies, is one method that can be used to accomplish this goal. In addition, fostering an environment in the workplace that values respect and tolerance for others is another thing that can assist in promoting diversity and inclusion. Another essential technique for eliminating gender prejudice in nursing is to encourage the reporting of instances of discrimination and bias and to address those occurrences when they occur. Nurses and other healthcare professionals can feel more comfortable coming forward about instances of discrimination and bias if an environment that is safe and confidential is created in which they may report such incidents. Additionally, occurrences of discrimination and bias are dealt with promptly and efficiently. In that case, nurses and other healthcare professionals can see an increase in their comfort level in their employment.
The role that nursing organizations play in the promotion of gender equity is an extremely important one. By advocating policies and initiatives that promote gender equity, nursing organizations can contribute to the fight against gender bias in the nursing profession. In addition, nursing organizations can give their members education and training on issues about gender bias and discrimination. In addition, nursing groups can lobby for policies and laws that encourage gender equality in the workplace. There is still a problem with gender bias in the nursing field, which needs to be addressed. The nursing profession can work toward creating a more inclusive and equitable workplace by implementing strategies such as education and training, promoting diversity and inclusion, encouraging reporting and addressing incidents of discrimination and bias, and the role of nursing organizations in promoting gender equity. We can ensure that all nurses and other healthcare professionals, regardless of their gender, are recognized and valued if we take these steps.
There is a pervasive problem that must be addressed in healthcare, and that problem is gender bias. Nursing is one of the most heavily impacted fields, and gender prejudice in nursing can be observed in various contexts and settings. For instance, female registered nurses do not always receive the same salary, respect, or chances as their male colleagues. This gender prejudice has been a problem in the nursing profession for several years, and policies must be put into place to address and lessen the amount of gender bias that exists in the sector.
A culture of inclusivity and respect for all nurses, regardless of gender, is the first and most important thing that companies should strive to establish. Implementing regulations that are not biased toward either men or women and encourage equal chances for both sexes is one way to achieve this goal. In addition, businesses should ensure that the policies and procedures they uphold do not foster an environment that is biased against either gender. For instance, companies ought to make certain that the dress codes they enforce are not discriminatory based on a person’s gender and that they do not put female nurses in a position where they are judged more harshly than their male counterparts.
Providing the same education and training to female nurses as to male nurses is yet another effective tactic. This can be accomplished in several ways, one of which is to ensure that both male and female nurses have equal access to educational materials and opportunities for mentorship. Female nurses need to have access to the resources listed below to acquire the knowledge and abilities necessary to succeed in their vocation. In addition, businesses should make it their mission to develop working environments that are friendly to female nurses and offer them the same level of support and recognition as is given to male nurses.
Businesses should make efforts to cultivate a culture in the workplace that acknowledges, appreciates, and values the contributions made by female nurses. This can be accomplished by giving female nurses the same possibilities for professional progression as male nurses, acknowledging their accomplishments, and giving them access to leadership posts. In addition, businesses should prioritize cultivating a culture in the workplace that enables female nurses to feel safe and supported in their work. Implementing policies that encourage open communication, providing support for female nurses in leadership roles, and fostering an environment of mutual respect and understanding are all ways this goal can be accomplished.
Organizations can work toward eliminating gender prejudice in the nursing profession and creating a more welcoming, equitable, and inclusive workplace for all nurses by following the measures mentioned above. Nevertheless, it is essential to keep in mind that this is a continuous process, and businesses and other organizations should always work toward establishing an atmosphere devoid of gender bias. This can be accomplished by doing routine audits of existing policies and procedures and implementing any necessary changes in response to the findings to guarantee that all nurses are handled ethically and respectfully. If companies are willing to take these measures, they will be able to ensure that all nurses, regardless of their gender, are provided with equal opportunity, respect, and compensation.
Several nursing organizations in the United States have recognized that gender bias in nursing is a significant problem that needs to be addressed. These organizations are extremely important in ensuring gender equality is fostered across the nursing profession. The American Nurses Association is a good illustration of a nursing organization’s concerted efforts to advance gender parity in the profession (ANA). The American Nurses Association has a long-standing commitment to diversity and inclusion and makes concerted efforts to end discrimination based on gender, race, ethnicity, and other dimensions of identity. The organization has adopted several programs to support gender equality, such as providing educational resources and training on unconscious bias, as well as fostering the growth of women in leadership roles.
One other illustration of this would be the National Association of Hispanic Nurses (NAHN), a professional group that advocates for the concerns of Hispanic nurses working in the United States. The association is making concerted attempts to combat gender bias and discrimination within the nursing profession as part of its drive to advance diversity and inclusion within the profession actively. The National Association of Hispanic Nurses (NAHN) provides its members with various tools and initiatives to aid in the professional development of Hispanic nurses, particularly Hispanic women. According to many research studies, the nursing profession is still controlled by females, with female nurses accounting for approximately 90 percent of the workforce. Nevertheless, even though women make up most of the nursing profession, they continue to experience prejudice and bias in the workplace. According to a recent study published in the Journal of Nursing Education and Practice, female nurses are more likely to be assigned to lower-paying and less prestigious positions. They are also less likely to be promoted to leadership roles. This is compared to their male counterparts, who are more likely to be given higher-paying and more prestigious positions.
To solve this problem, nursing organizations in the United States need to keep making strides toward achieving gender equality in the nursing field. This involves implementing programs to address unconscious prejudice, providing resources and training to promote the development of women into leadership roles, and promoting a culture within the profession that values diversity and inclusion. In addition, nursing groups can lobby for policies and laws that support gender equality within the nursing profession. Nurse groups are essential in the larger movement to advance gender parity within the nursing profession. Nursing organizations can assist the progression of women in leadership roles by working to eliminate prejudice and bias against women in the workplace. This can be accomplished through implementing programs, providing resources, training, and advocacy.
Long a problem in the field of nursing, gender bias has just recently been pushed to the forefront of attention in recent years. The nursing profession is still confronted with substantial obstacles when it comes to gender equity, notwithstanding the progress that has been made toward gender equality. It is impossible to overestimate the significance of continuing efforts to advance gender parity in the nursing profession, as this factor directly influences the level of care delivered to patients and the overall level of success that the profession enjoys. In the United States, most of those working in the nursing field are women. According to research conducted by the Bureau of Labor Statistics of the United States, nearly 90 percent of registered nurses are female (Velasco et al., 2022). Despite this, males comprise a disproportionately small portion of the nursing workforce. The percentage of men working as registered nurses in the United States is estimated at around 9% (Velasco et al., 2022). This underrepresentation of males in nursing can be linked to several issues, including cultural prejudices and biases that prevent men from entering the field. Another factor contributing to the underrepresentation of men in nursing is the nursing shortage.
The wage gap is one of the most significant obstacles to gender equality in nursing. It has been determined by the Bureau of Labor Statistics of the United States that the median weekly earnings for female, registered nurses is $1248, while the median weekly earnings for male registered nurses is $1404 (Velasco et al., 2022). Women of color earn considerably less than white women, making the wage disparity between the two groups even more obvious. This income disparity not only contributes to the perpetuation of gender bias but also contributes to the perpetuation of racial bias and discrimination. One thing that stands in the way of gender equality in nursing is the absence of representation in positions of authority. Women make up the vast majority of nurses; however, they are grossly underrepresented in positions of authority within the nursing profession. A study submitted to and accepted for publication in the Journal of Nursing Management found that women make up only 28% of nursing leaders. This underrepresentation of women in leadership roles can be linked to several causes, including a shortage of chances for mentorship and networking and the bias and discrimination women experience in the workplace.
Ongoing efforts are required to address these concerns and advance gender equity in the nursing profession. Implementing rules that assure equal pay for equal labor could be one approach to addressing the pay gap, which would be another option. One such option would be to increase the number of women and people of color who hold leadership roles (Velasco et al., 2022). This could be accomplished by creating opportunities for mentoring and networking and addressing the bias and discrimination that women face in the workplace. There has been a problem in the nursing profession for a long time known as gender bias. This problem has a direct bearing on the level of care that is given to patients as well as the overall success of the nursing profession. It is impossible to exaggerate how significant it is that continual efforts are being made to advance gender equality in nursing (Velasco et al., 2022). To effectively promote gender equity in the nursing profession, it is essential to make efforts to close the pay gap, increase the number of women and people of color who hold leadership positions, and eliminate bias and discrimination.
Conclusion
In summary, measures must be taken to combat the pervasive problem of gender bias in the nursing profession. Although women have historically held the majority of nursing jobs, they continue to experience prejudice in the workplace and obstacles to advancing their careers. According to the information offered in this article, female nurses frequently receive lower pay than their male colleagues, are underrepresented in leadership roles, and endure discrimination and harassment on the job.
To effectively address this problem, it is essential to identify and accept that gender bias exists in the nursing profession. This involves recognizing and resolving unconscious prejudices and putting into place rules and procedures that promote gender equality. Mentorship programs for women working in the nursing profession focused recruitment and retention efforts and attempted to promote diversity and inclusion in the workplace are some examples of possible projects that fall under this category.
In addition, it is of the utmost importance to remember that the battle against gender bias in nursing is not yet won, and continued efforts are required to advance gender equality. Regardless of the gender of the nurses they employ, the nursing profession ought to keep working toward making the working environment more welcoming and equitable for all nurses. We can make sure that the nursing profession is an environment where all nurses may grow and reach their full potential if we address the gender bias that exists in the nursing field.
In addition, it is of the utmost importance to do research and gather data on gender prejudice in the nursing profession to comprehend the magnitude of the issue and determine the most effective solutions. Because they are the ones who are directly affected by it, nurses should be included in the process of determining the existence of gender prejudice and developing strategies to combat it. Measures must be taken to combat the pervasive problem of gender bias in the nursing profession. We must collaborate to establish a working atmosphere that is more welcoming and equitable for all nurses and to make certain that the nursing profession is one in which all nurses can flourish and realize their full potential. We can make sure that the nursing profession is a friendly and supportive place for all nurses, regardless of their gender, if we take steps to confront the issue of gender prejudice in nursing and take action to remedy it.
Gender bias in nursing is a severe problem that has far-reaching repercussions for the level of care offered to patients, the growth of nurses’ careers, and the culture of the healthcare industry. This essay has attempted to comprehensively understand the issue by critically examining the literature on gender bias in nursing, identifying its prevalence and effects, and exploring potential solutions to address the issue. This was done to fulfill the goal of providing a comprehensive understanding of the issue. This analysis has made it abundantly evident that gender bias in nursing is a multifaceted problem that has its origins in larger cultural norms and beliefs and that is maintained by a lack of gender parity in leadership positions as well as by an unequal distribution of resources and opportunities. To effectively combat gender bias in nursing, it is necessary first to acknowledge the myriad of ways in which it can emerge, including variations in remuneration, possibilities for professional progression, and the care provided to patients. In addition, there is a pressing need for additional research to be conducted to gain a deeper comprehension of the factors that contribute to gender bias in nursing and to investigate the various possible solutions that can be implemented to eliminate this bias and foster an environment that is more equitable and welcoming.
Indeed, several variables, such as societal norms, structural inequity, unconscious prejudices and preconceptions, and so on, all contribute to the perpetuation of the gender bias problem in nursing, which is a complex issue. It is possible to understand gender prejudice in the workplace and find solutions to the problem by drawing on theoretical frameworks such as feminism, sociology, and psychology. In addition, the concept of intersectionality is an important lens through which to view how many types of discrimination interact with one another and affect nurses, as well as for understanding and correcting these dynamics. When healthcare practitioners have a better grasp of the factors that contribute to gender bias in nursing, they are better prepared to work toward making nursing a more equitable and inclusive profession.
References
Ahmed, A., Granberg, M., & Khanna, S. (2021). Gender discrimination in hiring: An experimental reexamination of the Swedish case. PloS one, 16(1), e0245513.
Alvarez, J. (2021). The influence of gender bias on male nurses and nursing students in the obstetric, maternal, and pediatric nursing profession.
Arruzza, C. (2020). From austerity and the social reproduction crisis to women workers’ struggles in the United States.
Aynaci, G., & Gulmez, H. (2019). Looking at male nurse discrimination among nursing students with O’Connor’s finger dexterity test: future of gender discrimination.
Bayuo, J., Wong, K. C. A., Abu-Odah, H., & Wong, F. K. Y. (2022). ‘Becoming and overcoming’: A qualitative meta-synthesis of the experiences of men in nursing academia. Journal of Professional Nursing, 43, 83-106.
Betron, M. L., McClair, T. L., Currie, S., & Banerjee, J. (2018). Expanding the agenda for addressing mistreatment in maternity care: a mapping review and gender analysis. Reproductive Health, 15(1), 1-13.
Caceres, B. A., Jackman, K. B., Ferrer, L., Cato, K. D., & Hughes, T. L. (2019). A scoping review of sexual minority women’s health in Latin America and the Caribbean. International journal of nursing studies, 94, 85-97.
Farcas, A. M., Joiner, A. P., Rudman, J. S., Ramesh, K., Torres, G., Crowe, R. P., … & Haamid, A. (2022). Disparities in emergency medical services care delivery in the United States: a scoping review. Prehospital Emergency Care, 1-14.
Gauci, P., Elmir, R., O’reilly, K., & Peters, K. (2022). Women’s experiences of workplace gender discrimination in nursing: An integrative review. Collegian, 29(2), 188-200.
Gauci, P., Elmir, R., O’reilly, K., & Peters, K. (2022). Women’s experiences of workplace gender discrimination in nursing: An integrative review. Collegian, 29(2), 188-200.
Heisler, C. A., Mark, K., Ton, J., Miller, P., & Temkin, S. M. (2020). Has a critical mass of women resulted in gender equity in gynecologic surgery?. American Journal of Obstetrics and Gynecology, 223(5), 665-673.
Iheduru‐Anderson, K., Shingles, R. R., & Akanegbu, C. (2021). Discourse of race and racism in nursing: An integrative review of literature. Public Health Nursing, 38(1), 115-130.
Janjua, M. B., Inam, H., Martins, R. S., Zahid, N., Sattar, A. K., Khan, S. M., … & Malik, M. A. (2020). Gender discrimination against female surgeons: a cross-sectional study in a lower-middle-income country. Annals of Medicine and Surgery, 57, 157-162.
Kearns, T., & Mahon, P. (2021). How to attain gender equality in nursing—An essay. bmj, 373.
Lim, W. H., Wong, C., Jain, S. R., Ng, C. H., Tai, C. H., Devi, M. K., … & Chong, C. S. (2021). The unspoken reality of gender bias in surgery: a qualitative systematic review. PLoS One, 16(2), e0246420.
Lyons, N. B., Bernardi, K., Olavarria, O. A., Shah, P., Dhanani, N., Loor, M., … & Liang, M. K. (2021). Gender disparity among American medicine and surgery physicians: a systematic review. The American Journal of the Medical Sciences, 361(2), 151-168.
Lyu, X., Akkadechanunt, T., Soivong, P., Juntasopeepun, P., & Chontawan, R. (2022). A qualitative systematic review on the lived experience of men in nursing. Nursing Open, 9(5), 2263-2276.
Merry, L., Vissandjée, B., & Verville-Provencher, K. (2021). Challenges, coping responses and supportive interventions for international and migrant students in academic nursing programs in major host countries: a scoping review with a gender lens. BMC nursing, 20, 1-37.
Mudgal, S. K. Fading Femininity of Nursing Profession: What is Patients’ Perception About Male Nurses in India?. Available at SSRN 4022010.
Patel, S. E., & Chrisman, M. (2020, April). Incivility through the continuum of nursing: A concept analysis. In Nursing forum (Vol. 55, No. 2, pp. 267-274).
Prosen, M. (2022). Nursing students’ perception of gender-defined roles in nursing: a qualitative descriptive study. BMC nursing, 21(1), 1-11.
Rudman, J. S., Farcas, A., Salazar, G. A., Hoff, J. J., Crowe, R. P., Whitten-Chung, K., … & Joiner, A. P. (2022). Diversity, equity, and inclusion in the United States emergency medical services workforce: a scoping review. Prehospital emergency care, 1-13.
Shilo, A. E. (2020). Experiences, Attitudes, and Perceptions of Female Adjunct Clinical Instructors Teaching Male Pre-licensure Nursing Students (Doctoral dissertation, Endicott College).
Vehmasto, K. (2020). Gender inequality in health care: Elements that influence nursing patient-centred care.
Velasco, R. A. F., Slusser, K., & Coats, H. (2022). Stigma and healthcare access among transgender and gender‐diverse people: A qualitative meta‐synthesis. Journal of Advanced Nursing, 78(10), 3083-3100.
Younas, A., Ali, N., Sundus, A., & Sommer, J. (2022). Approaches of male nurses for degendering nursing and becoming visible: A metasynthesis. Journal of Clinical Nursing, 31(5-6), 467-482.
write