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Editorial
. 2014 May 6:12:25.
doi: 10.1186/1478-4491-12-25.

Time to address gender discrimination and inequality in the health workforce

Constance Newman  1
Affiliations
Editorial

Time to address gender discrimination and inequality in the health workforce

Constance Newman. Hum Resour Health. .

Abstract

Gender is a key factor operating in the health workforce. Recent research evidence points to systemic gender discrimination and inequalities in health pre-service and in-service education and employment systems. Human resources for health (HRH) leaders' and researchers' lack of concerted attention to these inequalities is striking, given the recognition of other forms of discrimination in international labour rights and employment law discourse. If not acted upon, gender discrimination and inequalities result in systems inefficiencies that impede the development of the robust workforces needed to respond to today's critical health care needs.This commentary makes the case that there is a clear need for sex- and age-disaggregated and qualitative data to more precisely illuminate gender-related trends and dynamics in the health workforce. Because of their importance for measurement, the paper also presents definitions and examples of sex or gender discrimination and offers specific case examples.At a broader level, the commentary argues that gender equality should be an HRH research, leadership, and governance priority, where the aim is to strengthen health pre-service and continuing professional education and employment systems to achieve better health systems outcomes, including better health coverage. Good HRH leadership, governance, and management involve recognizing the diversity of health workforces, acknowledging gender constraints and opportunities, eliminating gender discrimination and equalizing opportunity, making health systems responsive to life course events, and protecting health workers' labour rights at all levels. A number of global, national and institution-level actions are proposed to move the gender equality and HRH agendas forward.

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Figures

Figure 1
Figure 1
Percentage of students by cadre training programme and sex, Kenya 2010 (N = 42 institutions).
Figure 2
Figure 2
Number of faculty by position and sex in 21 nursing-only education institutions, Kenya 2010.
Figure 3
Figure 3
Percentage of men and women in the medical practitioner cadre, Kenya 2011.
Figure 4
Figure 4
Percentage of men and women by pay grade, public health sector in 12 sites, Uganda 2012 (N = 6,450).
Figure 5
Figure 5
Percentage of men and women by pay grade, Mulago National Referral Hospital, Uganda 2012 (N = 2,186).
Figure 6
Figure 6
Percentage of women and men by pay grade, Mubende Referral Hospital, Uganda 2012 (N = 183).
Figure 7
Figure 7
Percentage of men and women by pay grade, Moroto Regional Referral Hospital, Uganda 2012 (N = 161).
See this image and copyright information in PMC

References

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