@article{ref1,
title="Perceptions of gender equality on work-life balance, salary, promotion and harassment, results of the NASPGHAN Task Force Survey",
journal="Journal of Pediatric Gastroenterology and Nutrition",
year="2014",
author="Tomer, Gitit and Xanthakos, Stavra and Kim, Sandra and Rao, Meenakshi and Book, Linda and Litman, Heather J. and Fishman, Laurie N.",
volume="60",
number="4",
pages="481-485",
abstract="OBJECTIVES:: Gender equality in the workplace has not been described in pediatric gastroenterology. <br><br>METHODS:: An electronic survey which explored perceptions of career parity, work-life balance, and workplace harassment was sent to all members of the North American Society for Pediatric Gastroenterology, Hepatology, and Nutrition (NASPGHAN). Reponses were anonymous. <br><br>RESULTS:: Of the 303 respondents (21%), there was an even distribution across geographic region, age and gender (54% male). Gender affected perception of salary and promotion; 46% of men, but only 9% of women feel that &quot;women earn the same as men&quot; (p < 0.001). Similarly 48% of men but only 12% of women feel that &quot;women rise at the same rate as men.&quot; (p < 0.001). Both genders of academic practice respondents, compared with other practice models, perceived men were promoted more quickly than women (p = 0.008). Women had higher dissatisfaction with mentoring than males (29% vs. 13%; p = 0.03). Significantly more males than females reported spouses with 'flexible jobs&quot; (35% vs.14%, p < 0.001). However, having a spouse with &quot;flexible job&quot; or having children (preschool or school age) did not affect satisfaction with work-life balance for either gender. Overall, females are more likely to be dissatisfied with work-life balance than males (p = 0.046). <br><br>CONCLUSIONS:: Satisfaction with work-life balance is lower amongst female versus male pediatric gastroenterologists, but does not correlate with flexibility of spouse's job or caring for young children. Gender-divergent perception of promotion, parity of compensation and mentoring requires further investigation.<p /> <p>Language: en</p>",
language="en",
issn="0277-2116",
doi="10.1097/MPG.0000000000000637",
url="http://dx.doi.org/10.1097/MPG.0000000000000637"
}