Dr. Yahir Santiago-Lastra

So in a working society, there certainly are trends where women gravitate to certain professions at a higher rate than others. And there are a lot of reasons why that occurs and that also contributes to gaps. And I'll explain two reasons why.

So the first thing that happens is that as women are raised, and this has changed as we have grown perhaps more open in the bubble in which we live in the United States to women having different opportunities and and engaging more women in science, technology, engineering, math, or STEM professions.

So the first thing that happens is that as women are raised, and this has changed as we have grown perhaps more open in the bubble in which we live in the United States to women having different opportunities and and engaging more women in science, technology, engineering, math, or STEM professions.

So the first thing that happens is that as women are raised, and this has changed as we have grown perhaps more open in the bubble in which we live in the United States to women having different opportunities and and engaging more women in science, technology, engineering, math, or STEM professions.

But the reality is that there are some gender schema or gender stereotypes that women use or that women perceive even from when they are very little. that kind of steer them towards certain professions. So we can see certain really high-quality, valued professions, two of which are education teaching and nursing, for example, where we attract and retain professionals

But the reality is that there are some gender schema or gender stereotypes that women use or that women perceive even from when they are very little. that kind of steer them towards certain professions. So we can see certain really high-quality, valued professions, two of which are education teaching and nursing, for example, where we attract and retain professionals

But the reality is that there are some gender schema or gender stereotypes that women use or that women perceive even from when they are very little. that kind of steer them towards certain professions. So we can see certain really high-quality, valued professions, two of which are education teaching and nursing, for example, where we attract and retain professionals

vast, vast quantities of women in that workforce, far outnumbering the men in those professions. So that is something that's persistent. We have not seen women leaving those professions. They are just as likely to become teachers now as they were, you know, 30 years ago. And those tend to be professions that are frequently outnumbered. Overvalued and undercompensated.

vast, vast quantities of women in that workforce, far outnumbering the men in those professions. So that is something that's persistent. We have not seen women leaving those professions. They are just as likely to become teachers now as they were, you know, 30 years ago. And those tend to be professions that are frequently outnumbered. Overvalued and undercompensated.

vast, vast quantities of women in that workforce, far outnumbering the men in those professions. So that is something that's persistent. We have not seen women leaving those professions. They are just as likely to become teachers now as they were, you know, 30 years ago. And those tend to be professions that are frequently outnumbered. Overvalued and undercompensated.

Teaching is a really great example. So there is the reason number two that I wanted to go into. And it is that when a field attracts more and more women into its ranks, especially when it hits a tipping point where women are composing more than 30% of said workforce, wages start to go up at a lower rate.

Teaching is a really great example. So there is the reason number two that I wanted to go into. And it is that when a field attracts more and more women into its ranks, especially when it hits a tipping point where women are composing more than 30% of said workforce, wages start to go up at a lower rate.

Teaching is a really great example. So there is the reason number two that I wanted to go into. And it is that when a field attracts more and more women into its ranks, especially when it hits a tipping point where women are composing more than 30% of said workforce, wages start to go up at a lower rate.

And as the rate lowers and those wages stop increasing the way that they were when men were mostly in that field, There is a second tipping point where men start to leave the field and then the wages start to stagnate. And we saw that in teaching. Teachers are very undercompensated and as inflation rises, it's more and more of a stark contrast with other professions.

And as the rate lowers and those wages stop increasing the way that they were when men were mostly in that field, There is a second tipping point where men start to leave the field and then the wages start to stagnate. And we saw that in teaching. Teachers are very undercompensated and as inflation rises, it's more and more of a stark contrast with other professions.

And as the rate lowers and those wages stop increasing the way that they were when men were mostly in that field, There is a second tipping point where men start to leave the field and then the wages start to stagnate. And we saw that in teaching. Teachers are very undercompensated and as inflation rises, it's more and more of a stark contrast with other professions.

And we see that in medicine as well. One very stark example is obstetrics and gynecology. So obstetrics and gynecology experienced that tipping point a few decades ago and And gynecologists or gynecologic surgeons tend to be the most undercompensated of the surgical specialties. So it is an economic fact. This isn't one of these DEI talking points that

And we see that in medicine as well. One very stark example is obstetrics and gynecology. So obstetrics and gynecology experienced that tipping point a few decades ago and And gynecologists or gynecologic surgeons tend to be the most undercompensated of the surgical specialties. So it is an economic fact. This isn't one of these DEI talking points that

And we see that in medicine as well. One very stark example is obstetrics and gynecology. So obstetrics and gynecology experienced that tipping point a few decades ago and And gynecologists or gynecologic surgeons tend to be the most undercompensated of the surgical specialties. So it is an economic fact. This isn't one of these DEI talking points that

is a complaint without knowledge or without information. This is an economic phenomenon that happens in different professions and it is definitely something we need to keep an eye on because women continue to enter said workforce and there are men in those professions as well.