Nursing pay gap noted
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Despite comprising nearly 90 per cent of Australia's nursing workforce, new stats show female nurses face a persistent and widening pay gap.
Research from Edith Cowan University (ECU) has found that while the nursing gender pay gap starts at a modest 4 per cent six months after graduation, it triples to 13 per cent by the third year of employment.
The investigation hints at a systemic inequality in a field governed by enterprise agreements, which should ostensibly standardise pay.
“In this study, men at three years earned $39.50 per hour compared to women who earned $38 per hour,” says Dr Gemma Doleman, Research Fellow at ECU.
While the figures may seem close, the underlying issues point to structural and cultural factors that disadvantage female nurses, particularly as they progress in their careers.
A key factor in this disparity appears to be differences in working hours and conditions.
According to the study, male nurses tend to work longer shifts and more weekend hours, earning penalty rates that increase their hourly wages.
Male nurses averaged 36 hours per week, compared to 32 hours for women, who are more likely to work sociable hours that attract fewer penalties.
The researchers say this difference is reflective of traditional gender norms in Australia, where men are still seen as primary earners. Such expectations may push male nurses to seek roles with unsociable hours for higher pay.
The ECU research also reveals that male nurses are promoted more rapidly and are overrepresented in senior roles within three years post-graduation.
This career acceleration is partly attributed to men entering the nursing field with higher levels of prior work or study experience, which may contribute to a perception of being overqualified compared to female counterparts.
Male graduates were more likely to report overqualification, which Dr Doleman suggests could contribute to their faster ascension within healthcare institutions.
Addressing the pay disparity is critical not only for promoting fairness but also for supporting a sustainable nursing workforce, especially in light of the projected national shortfall of 70,000 nurses by 2035.
Dr Doleman has proposed that healthcare institutions consider alternative work structures, including flexible shifts, telehealth positions, and family-friendly roles for experienced nurses, to accommodate female nurses balancing career and caregiving responsibilities.
This study aligns with broader findings across Australia: men tend to earn more than women from graduation onward, with the national gender pay gap sitting at around 13.3 per cent.
While healthcare sector pay is regulated, structural biases appear embedded in promotion practices and role allocation.
The full study is accessible here.
