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The presentation outlines structural context in Canada, where women constitute a large share of the health and social care workforce yet face ongoing wage discrimination and devaluation in male-dominated fields. It also highlights knowledge gaps in how gender equity is measured, how financial incentives shape guideline-based and rural care, and how pay equity approaches may require audits and transparency.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":35,"@type":76,"position":81},"https://docshare.wps.com/document/healthcare/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/policy-levers-for-recruitment-retention-of-health-professionals-evidence-or-lack-thereof-from-a-gender-perspective/270095/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/policy-levers-for-recruitment-retention-of-health-professionals-evidence-or-lack-thereof-from-a-gender-perspective/270095.png","ImageObject",300,407,{"name":92,"@type":93},"Liam","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-22","2026-09-15",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",16,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What core problem does the presentation address about health workforce policy?","Question",{"text":113,"@type":114},"It evaluates policy levers for recruiting and retaining health professionals while examining evidence gaps and the role of gender in outcomes.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"What do the key findings show about gender and wages in health occupations?",{"text":118,"@type":114},"They indicate a persistent and significant gender wage gap across every health occupation, with women earning less than men even after adjusting for labour, social, and residential characteristics.",{"name":120,"@type":111,"acceptedAnswer":121},"What knowledge gaps and incentive-related issues are highlighted?",{"text":122,"@type":114},"The presentation identifies gaps in how guideline-based and rural/remote financial incentives affect providers by gender and notes weak evidence links between remoteness and earnings, especially for men.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},270095,1789454733,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":34,"category_name":35,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":52,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":130,"read_time":144},8796095461564,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","Charles Darwin University Northern Institute  \n8 June 2023  \nPolicy levers for recruitment & retention of health professionals:  \nevidence (or lack thereof) from a gender perspective  \nNee ru Gupta, Ph. D .  \nUniversity of New Brunswick, Canada  \nIs su e / Prob le m  \n● Dra matic c hanges in Ca nada ’s hea lth syste mi n recent years → i ncreasi ng rep resentatio n of women in medicine & othe r occupatio ns ( e . g . , health po licy research )  \n● Ge nde r co nside ratio ns muc h less preva le ntin resea rc h o n huma n resources fo r hea lth (HRH ) → especially co m pa red with patie nt  \no riented healthcare research  \n● Void in the lite rature & policy guida nce o n gender effects of HRH fi nanci ng schemes → including pecunia ry ince ntives fo r enha nced perfo rma nce o r geog ra phic distributio n  \n(Gupta & Ayles 2020; Gupta et al., 2023)  \nBackg rou nd  \nGender occ upatio na l seg regatio n  \n● 67% of the global health workforce are women (WHO 2019)  \n● Even higher concentration in Canada: 79% female among the 1.5 million working in health & social care occupations (Statistics Canada 2016 census)  \nGender wage dis pa rities  \n● International estimate: female health workers earn 28% less than males → wage gap of 11% after adjusting for key labour market variables (WHO 2019)  \nResea rc h a nd policy c hallenges  \n● Lack of gold standard or singular definition for how gender equity should be measured → “equal pay for equal work” (Guppy & Vincent 2021)  \n● Resistance to admitting gender wage gaps exist, need to be changed, or warrant more research (Alksnis et al. 2008; Izenberg et al. 2018)  \n● Scarcity of national studies on clinical & non-clinical health personnel  \nNational cont ext : Canad a  \n● Population of 40 million  \n● Heavily urban → 5.9 million (16%) reside in rural areas  \n→ varying degrees of remoteness  \n● Rapid aging → 18.8% aged 65 and older  \n→ estimated 20% of all adults at high cardiometabolic risk  \n● Single-payer universal coverage for physician & hospital services → federal funding mechanism, provincial delivery  \n→ data sources on HRH fragmented  \nKEY FINDINGS  \nLEADERSHIP  \n● Women represent 57% of senior  \nhealth managers  \n→ but the pipeline from middle management (72%) & policy research (74%) suggests persistent career barriers disproportionately  \naffect women  \nSenior managers  \nManagers  \nPolicy researchers Specialist physicians  \nGeneral practitioners  \nPhysiotherapists & other therapy/assessment professionals  \nPsychologists, social workers & other counsellors  \nNursing professionals  \nWomen’s representation in the Canadian health system, 2016  \nSource: 2016 Canadian population census (authors’ calculations)  \nKEY  \nFINDINGS  \nWAGE DISCRIMINATION  \n● Persistent & significant gender wage gap in every  \nhealth occupation  \n→ women earn 5‒20% less than men, after adjusting for labour, social & residential characteristics (largely  \nunexplained statistically)  \nSenior managers Managers  \nSpecialist physicians General practitioners  \nPhysical & occupational therapists Psychologists & other counsellors Nursing professionals  \n-19.8  \n-12.1  \n-11.7  \n-8.7  \n-8.3 -5.2  \n-4.6  \nAdjusted female-male wage differential (%)  \nSource: 2006 & 2016 Canadian population census (authors’ calculations)  \nKEY FINDINGS  \nDEVALUATION  \n● Higher earnings among women & men in  \nmale-dominated fields  \n→ e.g., policy researchers in economics versus health, despite similar job duties &  \nqualifications  \n● Wages drop faster among men with increasing occupational feminization  \n→ wage depreciation undermines competitiveness of the health sector to attract and retain talent  \nMean annual wage by % female among health & non-health  \npolicy researchers  \nSource: 2016 Canadian population census (authors’ calculations)  \nKNOWLEDGE GAPS  \nFINANCIAL INCENTIVES FOR GUIDELINES-BASED CARE  \n● New Brunswick: women providers under-represented in billing claims for diabetes care incentive  \n→ half (51%) of family physicians of adu","cbCaigTqt0clbY2Z","https://ap.wps.com/l/cbCaigTqt0clbY2Z","pdf",1099774,"English","# Is sue / Prob lem\n# Backgrou nd\n## Gender occ upational seg reg ation\n## Gender wage dis pa rities\n## Research and policy challenges\n# National cont ext: Canada\n# KEY FINDINGS\n## LEADERSHIP\n## WAGE DISCRIMINATION\n## DEVALUATION\n# KNOWLEDGE GAPS\n## Financial incentives for guidelines-based care\n## Financial incentives for working in rural & remote areas\n# Three key policy considerations","[{\"question\":\"What core problem does the presentation address about health workforce policy?\",\"answer\":\"It evaluates policy levers for recruiting and retaining health professionals while examining evidence gaps and the role of gender in outcomes.\"},{\"question\":\"What do the key findings show about gender and wages in health occupations?\",\"answer\":\"They indicate a persistent and significant gender wage gap across every health occupation, with women earning less than men even after adjusting for labour, social, and residential characteristics.\"},{\"question\":\"What knowledge gaps and incentive-related issues are highlighted?\",\"answer\":\"The presentation identifies gaps in how guideline-based and rural/remote financial incentives affect providers by gender and notes weak evidence links between remoteness and earnings, especially for men.\"}]","Policy levers for recruitment & retention of health professionals - evidence (or lack thereof) from a gender perspective | PDF",25]