Discrimination of Female Nurses in High Positions by Males - Case Study Example

Sociology of Minorities: Discrimination of Female Nurses in High Positions by Males Number) Submission) Sociology of Minorities: Discrimination of Female Nurses in High Positions by Males Introduction The study of man and the way he interacts with those around him has long been a discourse that has captured the attention of scientists for centuries. Indeed, man, who is a social being, is a rich source of study in communication, language, and others since he is bound to create groups with other individuals. It is in these studies that sociology enters. Sociology refers to the study of social groups, especially the relations between groups, the processes that affect the said groups, and their modes or forms of organization (Johnson, 2001). In its most basic sense, sociology involves the study of society. Society involves the association of individuals bound by a common factor, whether it be a common end, common beliefs, traditions, cultures, professions, institutions, interests, activities and others. Society involves an organized group with an ordered pattern of interaction and relationships (Giddens & Griffiths, 2006). This ordered or organized pattern of interaction involves both spoken and implied rules of behavior and communication that are affected by the individual’s race, ethnicity, gender, culture and others. Indeed, in these modern times, society now involves a mix of individuals with different races, cultures, and values. However, this same pattern of interaction can also bring with it conflicts especially stemming from stratifications in the members of the society. These strata most commonly involve status differences that are brought about variances in values, race, culture, educational attainment, profession, and even gender. These differences create dominant and minority groups that then battle for power, resources, and similar other objects. In the minority-dominant group interaction, the minority receives unequal, treatment from the greater society (Parrillo, 2011). In the label “minority group”, the word “minority” does not necessarily refer to the number of the members of the minority population but rather, the lower status and relative power of the group in the society. Most commonly, race and ethnicity are the leading factors that cause these differences in perceived power and status of the groups in the society. According to Parrillo (2011), race involves the categorization wherein “individuals sharing common biological traits regard themselves or are regarded by others a single group on that basis” (p.11). More importantly, these differences then stimulate ethnocentrism, which then also leads to more discrimination or discrepancy. Ethnocentrism entails the belief that a person’s own group is “the center of everything and all other groups are rated or ranked with reference to it” (p.12). However, the labeling of minority groups is not solely based on race or ethnicity, but can also stem from other factors, especially including gender. Indeed, in terms of gender, females have been placed in a societal status lower than males, because of beliefs and misconceptions regarding the differences in gender. Although some changes have been observed in recent years, studies and other resources continue to report discrimination experienced by women, especially among nurses vying for higher positions. In relation, this paper will then explore females, specifically female nurses, as a minority group experiencing discrimination in high positions from males. This paper will first look into the background of the minority group (female nurses), touching on the sociological perspectives of functionalism, interactionism, and conflict theory. A discussion of the present status of the minority group will then follow, and then the analysis of the dominant-minority group relations of female and male nurses will be provided. More importantly, this paper will attempt to prove that discrimination occurs in the work field, in the sense that females do not have high positions compared to males in the nursing field. Ethnic/Minority Group Background As a minority group, female nurses almost seem to be the opposite. Indeed, a larger percentage of the nurse population. Ironically though, although women comprise a greater percentage of the nurse population, some literatures suggest that career advancement may be faster for males, as compared to males. In fact, although males are viewed as the ones being singled out in a seemingly “female-only” profession, the larger number of female nurses is hardly enough to guarantee that they are the ones doing the discriminating. Females as a minority group entail the presence of a subordinate status to a more powerful group (males) that is not necessarily larger. As mentioned earlier, the population of nurses around the globe is composed largely of female healthcare workers. Indeed, according to Sullivan (2001), in Canada, female nurses outnumber male nurses by 19 to one. As for the United States, Chung (2001) related that of the around 2 million registered nurses in the US in 2001, only around 5.4% are males. However, these numbers are continuing to rise, with more and more males being encouraged to enter the nursing profession. Still, it is rather ironic that despite their larger numbers, female nurses may actually be experiencing a more subtle discrimination, especially in terms of trying to get to higher positions. In the earlier days of the profession, nursing was viewed mainly as an occupation for females. In fact, a nurse was originally some form of alternative to nanny, wherein a wet nurse would serve as an alternative breast feeder. This is especially true in the earlier days of European societies, wherein feeding babies was seen by elites as messy and as a task for servants. Thus, it was of little wonder that nursing was delegated to females. However, as time passed, the nurse’s role expanded to include the care of the sick and others in need. The greatest milestone for females in the field of Nursing came in the form of Florence Nightingale, who became a pioneer in the standardization and education of the nursing profession. However, the article by Clementson (2008) also mentioned that even during the earlier days of Nursing, males have already been serving as nurses. According to the said author, the earliest accounts of males in nursing can be traced back to the fourth and fifth centuries, wherein males provided care for the sick or wound. Still, these males were either members of a religious group, or of the military (priests and knights), with high positions. This goes to show that even the, discrimination was already present. Indeed, the belief inherent during the time was that females are subordinate to males, and the functions of a nurse are but an extension of the duties of the wife or the mother. Truly, in the earlier days of the profession, females were nurses, while the males served as doctors. This again implied that males have greater abilities and knowledge, and that females, being subordinate, are then to be confined to their female duties (nursing). Although these situations have changed in their appearances and dynamics, the same state of subordination assigned to females still exists in the nursing profession, as will be proven by the succeeding discussions in the next section of the paper. Present Status and Discrimination Today, female nurses outnumber the male ones at a very large ration. Although equality is the main theme of most work settings today, some aspects of equality are still forgotten or not respected at all. This inequality can be most seen in the gender discrepancies among the situation of male and female nurses. Although males seem to have a hard time infiltrating the nursing profession, once they are in, they reap the most benefits. Males are also usually portrayed as being ostracized, or labeled gay, but this discrimination towards them is more blatant as compared towards their discrimination and prejudice towards female nurses. Several analyses provide possible support to the argument that female nurses are being discriminated by males in terms of administrative positions and higher offices. Certainly, Rubens and Halperin (1996) even added that although there are a large number of nurses in the field, there are comparatively very few females in healthcare management. These authors pointed out that around 96.4% of the US’ nurses are females, but only around 5.4% of these females have administrative assignments or positions. This discrimination was also explored by various earlier studies. Edwards and Lenz (1990) found that throughout history, females in healthcare organizations were not promoted as rapidly as their male counterparts, and they even started at the lowest salaries. Crawford (1993) also added that females formed around only four percent of the key leadership positions in healthcare settings. Weil and Kimball (1996) also added that according to a study by the American College of Healthcare Executives (ACHE) in 1990, women earned around 20 % less than male nurses. A repeat of the ACHE study in 1995 found that females earned 15% less than their male counterparts (Weil & Kimball, 1996). In addition, Ratchffe (1996) also found that promotions and progressions of careers were also more prominent and faster among males. Another earlier study by Schultz (1975) revealed that nurses have observed that career advancement in nursing is much faster for males than for females. The respondents also revealed that in nursing, the tendency is for males to be paid much higher salaries as compared to the payment of the females, for basically the same tasks. More importantly, the respondents revealed that both males and females believed that male nurses are more suited for administrative positions. Dominant-minority group relations From its earlier days, nursing was already dominated by females, although there were already males who were serving as nurses. However, the position of nurses alone is something that is subordinate to doctors, a position that only allowed males to practice. This power/status discrepancy may have continued to influence the relationship between female and male nurses, especially as males began to infiltrate even more the nursing profession. This discrimination can be most observed in the fact that there are more males in higher positions in nursing as compared to females, reflecting the old belief that males are better managers and are more capable of being a leader as compared to females. This may also reflect the power or higher status attributed males. As mentioned earlier, doctors were largely males and nurses mainly females. This male-female and doctor-nurse dynamism is a powerful analogy on the society’s perception of power and status among the two genders. Indeed, because of these power struggles, it is generally assumed that male nurses will ultimately work for managerial roles. This assumption brings with it the public generalization that labels males as greater managers and discriminates females as better followers. If viewed from a functionalist perspective, this can translate into the possibility that the primitive roles males and females are still in existence to help maintain structure in the society. Thus, in functionalism, the lower status experienced by female nurses can be seen as an interpretation of the idea that nursing roles and practices are but an extension of the domestic roles of females. On the other hand, based on the conflict theory, the status of females as subordinate can be seen as a conflict, wherein the dominant (male) exploits the minority (female nurses). Indeed, according to Weil and Kimball (1996) found in their study that the differences in the salaries between male and female nurses, as discovered by the ACHE study, was brought about by the gender discrimination in the healthcare field. Therefore, under the conflict theory, both males and females are in constant competition for limited resources, or in this case, limited position or benefits. In contrast to the functionalism theory that believes that the members of the society function harmoniously, conflict theory believes the opposite. According to this theory, the discrepancies in salaries and positions are a result of conflict (discrimination), and not harmony. Under the last theory, interactionism, the society is viewed almost microscopically by looking at the members’ daily interactions. From this perspective, the discrimination experienced by female nurses is viewed not in terms of their harmonious or conflicting effect. In addition, the minority group comprised of female nurses is viewed more as an active participant in the relationship between the dominant and minority group. Therefore, it means that there is discrimination of female nurses, but female nurses can also work to create the groups’ social reality by either being an equal to males, by serving as subordinates, or by sometimes shifting the roles to be the dominant. Conclusion Sociology is a significant discourse that allows the realization of the different mechanics by which groups interact. Through sociology, this paper looked into the relationship between dominant and minority groups, by looking into the discrimination experienced by female nurses from their male counterparts. The said discrimination was found to occur in several form, including difficulty in promotion or career progression, as well as a lower salary for females as compared to males. Through the three perspectives discussed, the said dominant-minority group relationship was better understood. Most importantly, this paper was able to prove and discuss that that discrimination occurs in the health care work field, wherein that females have a hard time rising to positions as compared to males. References Chung, V. (2001). Men in Nursing. Retrieved from Minority Nurse: http://www.minoritynurse.com/?q=men-nursing/men-nursing Clementson, R. (2008). Men in nursing. Tai Tokerau Wanang , 12, 37-43. Crawford, D. L. (1993). The glass ceiling in nursing management. Nursing Economic , 11 (6), 335-41. Edwards, J. B., & Lenz, C. L. (1990). The influence of gender on communication for nurse leaders. Nursing Administration Quarterly , 15 (1), 49-55. Giddens, A., & Griffiths, S. (2006). Sociology. Cambridge, UK: Polity Press. Johnson, H. M. (2001). Sociology: a systematic introduction. New York: Harcourt, Brace and Co. Parrillo, V. N. (2011). 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