The report shows a rise within the gender pay gap for nurses

Between November 12, 2021 and December 12, 2021, 2,516 registered nurses from across the United States successfully accomplished the survey. The report found that the median salary for nurses in 2021 was $78,000 for RNs, $120,000 for APRNs and $48,000 for LPNs/LVNs. Compared to our 2020 results ($73,000 for RNs, $107,000 for APRNs, and $45,000 for LPNs/LVNs), this yr’s survey showed significant salary increases. The 2020 Nursing Salary Research Report found that male RNs earn nearly $7,300 greater than female RNs. However, the newest report showed a rise within the gender pay gap, with male RNs earning $14,000 more, almost doubling the previous gender pay gap rate.

Understanding the gender pay gap for nurses

Although the difference in nurses’ pay is disturbing, unfortunately it shouldn’t be a brand new problem – it doesn’t only concern nurses working in health care. 2020 report of the American Association of University Women notes that at current levels, the general pay gap will exist until 2111 unless we speed up progress. The 2022 Nurse Salary Survey Report revealed that the nurse pay gap has increased significantly from $7,300 to $14,000 in only a number of years. Many aspects can increase this diversity, similar to clinical settings or higher acuity specialties that pay higher salaries. The 2022 report also found that men usually tend to negotiate their pay (40%), which could also be considered one of the aspects increasing the pay gap. According to our survey, 30% of nurses said they didn’t negotiate their salary, and 31% of female RNs were less prone to negotiate their salary at all times or more often than not. Cara Lunsford, RN, founder and CEO of HOLLIBLU and vice chairman of community at Relias, discussed the gender pay gap for nurses and shared ways to maneuver forward. “This is a time when it is more important than ever for us to come together and support our fellow nurses. It is important that we acknowledge that these pay gaps exist in almost every industry, and while we are making progress, the pay gap still exists and we still need to address it when thinking about salary negotiations.”

Taking steps to shut the gender pay gap for nurses

Given the history of the gender pay gap and its continued increase, change is clearly needed within the healthcare industry. Although many choices require management initiative, nurses can take some steps to cut back the gender pay gap for nurses in the approaching years:

1. Many nurses accept an initial offer without negotiating for the next salary. Other nurses who’re otherwise satisfied with their careers (and with their department, team, etc.) may not wish to be perceived as negative or ungrateful for demanding higher pay. The demand for nurses has increased for a lot of reasons, including retiring nurses, staff shortages and greater care needs because the population ages, giving nurses a bonus in negotiating higher salaries.
2. The Internet provides nurses with a wealth of accessible data and places where they’ll communicate with other nurses. Connecting with nursing communities on social media or job sites is an incredible tool for sharing and comparing salaries.
3. The introductory interview is an incredible time to let management know you are aware of the gender pay gap for nurses. Healthcare leaders should concentrate on this issue and willing to handle it inside their organization. Speak directly about your concerns during job interviews or performance reviews.
4. If you might be enthusiastic about increasing your salary and wish to alter positions, take the time to know which units/positions offer higher salaries and why. Do you would like more experience or education? Knowing what resources are needed will enable you get to your destination faster.
5. While it’s possible you’ll be enthusiastic about the next salary initially, selecting a company that prioritizes equality and transparency will likely repay in the long term. Leadership that understands and addresses what is significant to nurses is crucial. Look for organizations that take a thoughtful approach to staff support. Flexibility, education and support could also be higher for you and your practice than a rather higher salary.

The promise of nursing now

This is a rare time to be a nurse. Although it’s difficult and sometimes traumatic, it is usually rewarding. Many nurses cannot imagine doing the rest. Nurses instinctively make patient safety a priority, almost at all times putting others first. Providing them with fair pay mustn’t place a further burden on nurses, yet the gender pay gap for nurses has widened. The demand for nurses has increased and is anticipated to proceed to extend over the subsequent decade. Current and future nurses can prioritize what’s most significant to them and ask for it. Information is power, as is communication and transparency. Using data similar to the insights provided on this compensation report can function a resource for learning about effective ways to advance your profession and as a guide to understanding pay disparities and inequalities within the nursing professions, providing awareness on the right way to address these concerns.