Moreover, of those women participating in the work force, most work in occupations that do not offer much financial security; women make up 77% or Japan’s part-time and temporary workforce, and only 11% of senior positions and 1% of executive committee memberships in Japanese companies are held by women. There has been a so-called “bamboo ceiling” limiting the careers of women in Japan, coined so due to the “thick, hard, and not even transparent” constraint on the advancement of a woman’s professional development. Womenomics is part of Abe’s proposed “Abenomics” policies to boost Japan’s economy. With womenomics, Abe hopes to fill 30% of the leadership positions across Japanese society with women by 2020, lift the female labor participation rate, raise the percentage of women returning to work after their first child, boost the supply of childcare facilities with the aim of eliminating children on daycare
Having the hospital’s nursing department listed in the top 6% in the nation attracts health care professionals and consumers alike. Attaining Magnet status also offers marketing opportunities. Being able to apply the Magnet logo to ads, publications, and presentations tells the world that the facility is one of the best. There’s also the ability to list Magnet designation in bond ratings and risk management assessments and being among those listed in U.S. News and World Report as a national best hospital. It all adds up to a powerful case that shows the benefits of Magnet status can translate to improved operational costs and facility
The 38 percent of women who worked were limited in job choice, the most popular ones were nurse, teacher and secretary. (the Women's Liberation Movement, New York) As a result, in 1960, women accounted for six percent of American doctors, three percent of lawyers, and less than one percent of engineers. Working women were paid salaries lower than men, so women made 61 cents for every $1 a man made. As seen in the graphs below, the salary rate for women and men differed much more than it does now. Now, it is 78 cents for every $1 a man made.
In my opinion, diversity in the workforce will make health care more accessible, but will not improve better health care delivery alone. In 2012, people of color made up 36 percent of the workforce, but in comparison only 4 percent are CEO 's of business and 22 percent own businesses (Braveman, Cubbin, Egerter, Williams, & Pamuk, 2010). In addition to the numbers above, 52 percent of employers offer a high-deductible health plan, which has substantial out-of-pocket costs (Murphy, 2016). In turn, this means that while health care is available, only those that can afford the large out-of-pocket expenses will use it. I believe that education is the key to leading a healthier lifestyle but there are several other factors as well.
The other 52.1% of nursing professions want to leave their career. A survey in 1998-1999 had shown that 17% up to 39% out of 43,000 nurses in five countries had planned to leave their jobs because the nursing jobs were too demanding. Moreover, based on the Journal of Nursing Scholarship (2013), the abuse report has shown more positive work attitude toward the nurses who do not have experience with verbal abuse. Of course, a nurse who is working in a positive working environment will be more productive. It means that the magnet hospitals have a better management system to compare to the none magnetic hospitals.
She also warned that women who combine top executive roles with a family rarely have more than one child - and struggle to spend much time with them. In a 12,000-word report to be published next month, Dr Hakim described new government policies to promote equality as “pointless” and based on “feminist myths”. She said the pay gap has fallen to just 10 per cent on the Government’s preferred measure and that it is a “waste of time” fretting about such a small difference. (Butterworth, 2010) Effect of Austerity to women Below is some of the qualitative research done on related to the topic. Qualitative research is based on numerical findings it is useful and easy to interpret and more effective Figure 2 This figure shows the increase employment rate for single mother since 1989.
(2016) conducted a cross-sectional study in which they examined national representative data of hospitalized Medicare beneficiaries and they found that patients treated by female doctors had lower 30-day mortality and readmission rates when compared to those treated by male physicians within the same hospital. According to the researchers, female doctors are more likely to adhere to clinical guidelines, provide preventive care more often, use more patient-centered communication, perform as well or better on standardized examinations, and provide more psychosocial counseling to their patients than do their male peers. This differences among female physicians and their counterparts has profound implications for patient outcomes, satisfaction being one of them. Motivated by Tsugawa et al. (2016)’s study, Wallis et al.
When picking what career I wanted, I didn’t go by the “highest paid job”, I picked what makes me happy and what I wanted to do. Marriage and family therapist don’t make terrible money but it’s not the highest paying job out there. From 2014 to 2024, employment for marriage and family therapists is projected to grow fifteen percent with around 31,400 more jobs available. More people now have better access to health insurance which the law now requires insurance plans to cover treatment for mental health. Many mental health centers and other counseling facilities will hire more marriage and family therapists due to the increased demand.
Gender diversity is when a company is represented by a close equal proportion in numbers of men and women. More companies are realizing the value of having a diverse workforce. Rice (2012) established that “after studying over 200 companies and over 115,000 individual evaluations, McKinsey demonstrates that the best companies on these criteria are also the most profitable. The top quartile on organizational excellence is more than twice as profitable as the bottom quartile, About 100 of the companies studied provided information on the gender make-up of their management teams. These were winnowed down to two groups: 45 companies with no women in the top leadership and 13 companies with 30% women at the top.
2. Why do women get better grades than men do? According to (Gnaulati, 2014), Across the globe, girls earn higher grades than boys in all grade levels and academic subjects. This is based in a recent study by psychology professors, Daniel and Susan Voyer of University of Brunswick. The academic grades of over one million boys and girls from 30 different nations were involved in a 369 studies.