Old-age poverty: discrimination against women in the care sector

What I would give to be a man sometimes. Johanna, 42, is not alone in thinking this. Although much progress has been made in the equal treatment of women and men in recent decades, equality is still a long way off. Nurses do an extraordinary job every day. But not every nurse is treated equally. Women in particular experience systematic discrimination in the nursing profession. Whether in terms of pay, work-life balance or pension provision, discrimination in the care sector is real - and it is deeply rooted.

 

In this article, you will find out exactly what discrimination in care means, who is particularly affected, what rights those affected have, what you can do yourself and how care can become fairer. noracares is committed to ensuring that every carer is treated fairly and that families receive the best possible support they need.

 

Nurse in scrubs writing notes at a desk in a medical office

 

Register here

 

What is discrimination in nursing?

Discrimination in nursing exists when nursing staff or patients are discriminated against on the basis of personal characteristics such as origin:or patients are disadvantaged, devalued or excluded on the basis of personal characteristics such as origin, gender, religion, age, language or part-time status - whether by colleagues, superiors or structures in everyday nursing care. This discrimination can be overt or subtle, structural or individual - it violates human dignity and reduces the quality of care.

Forms of discrimination in care

Discrimination can have many faces and manifest itself in different ways in everyday care. It is important to recognize these forms in order to be able to actively combat them.

 

Forms of discrimination in the nursing profession

Form of discrimination Example in everyday care Affected groups
Racism Rejection of foreign nursing staff by patients or colleagues Nursing staff with a migration background
Sexism No promotion despite qualifications because a woman works part-time Women in nursing professions
Age discrimination Older nursing staff are not offered further training or are disadvantaged in shift schedules Nursing staff 50+
Religious discrimination Criticism of clothing (e.g. headscarf) or the need for prayer breaks Muslim nursing staff
Language & accent Professional competence is questioned with a foreign accent International nursing staff
LGBTQ+ discrimination Derogatory comments or exclusion in the team based on sexual identity LGBTQ+ nursing staff

As Professor Dr. Miriam Tariba Richter from Bibliomed Pflege emphasizes: "Racist discrimination often manifests itself in subtle forms - through derogatory looks, exclusionary behaviour or a lack of appreciation of professional competence." (Source: Bibliomed Pflege, Article: Prävention Diskriminierung vorbeugen, 25.05.2022)

 

Who is particularly affected?

Although discrimination can affect many people, there are certain groups in the care sector that are particularly often affected by disadvantage.

An elderly woman in a wheelchair sits at a table in a care facility while other residents participate in activities and a caregiver interacts with them in the background.

 

Women in the nursing profession

Women make up the majority of nursing staff in Austria and Germany. Nevertheless, they are disproportionately often employed part-time, paid less and rarely represented in management positions. This has far-reaching consequences for their career opportunities and pension provision.

"The female part-time employment rate is almost five times higher than that of men. On average, women do four times as much childcare and care for relatives as men, which leads to lower lifetime earnings and social security." (Source: Caritas Pflege, NGO-Dialog 2022, Federal Ministry for Women, Science and Research (bmfwf.gv.at))

Caregivers with a migration background

Care workers of international origin are a mainstay of the care system in Austria and Germany. Nevertheless, many of them experience rejection by colleagues or patients, prejudice due to accent or origin - often a form of structural exclusion. As the Federal Anti-Discrimination Agency states: "People also experience discrimination in the health and care sector - for example because they belong to a certain religion, have a disability or do not speak fluent German." (Source: Federal Anti-Discrimination Agency - Lebensbereiche > Gesundheit und Pflege)

Part-time and single parents

Who is not "fully deployable" because of family commitments (raising children,Care for relatives) makes part-time models necessary, often has fewer opportunities for career advancement, co-determination and further training. This disproportionately affects women in the care sector.

Real case studies: Johanna

Caregiver holds the hand of a senior in a waiting area and smiles warmly

 

Johanna (42) works in residential care and is a single mother. Her story is exemplary for many women in the nursing profession. Johanna was once incredibly intimidated by the question of whether she wanted to have children during her job interview; she didn't want children for fear of losing her job. But fate threw a spanner in the works: suddenly she was pregnant. Today, she is the proud mother of a daughter, even though it took her many years to find this attitude.

After the birth of her daughter, Johanna couldn't imagine diving straight back into the world of work and working full-time. However, the money from a part-time job would have been too tight if her daughter's father had not paid regular alimony. When her daughter was 2 years old, Johanna finally started working full-time again. Now the money was right again, but she had to make sacrifices with her family.

Balancing work and family is a daily hurdle for Johanna. If a colleague falls ill, there is a good chance that she will have to step in. In addition to the modest pay, the lack of appreciation is also a major issue for her and many carers. After all, the strain of the job is not only physical, but above all mental. In addition to the usual caring activities, it also involves communicating with relatives. Carers also accompany many people until they die. Over time, one would become hardened, but it would not pass her by completely untouched.

"Sometimes I call my daughter during the break to say goodnight. I'd rather be with her, but I'm needed more urgently at work."

 

Causes of discrimination

Discrimination is rarely just the fault of individuals, but often rooted in deeper structures and habits of a system.

 

Causes of discrimination in the nursing profession

cause example
Stereotypical role models "Women are more flexible, can also step in sometimes." or "Men are better at filling management positions."
Structural imbalances Part-time work is seen as a career killer; shift workloads are distributed unevenly to certain groups (e.g. migrants)
Lack of legal control Discrimination often remains without consequences because those affected do not know their rights or remain silent out of fear.
Lack of sensitization There is a lack of training for diversity, equal treatment and intercultural competence among managers and in the team

 

Your rights as a caregiver

Caregivers are protected by the General Equal Treatment Act (AGG) in Germany and comparable laws such as the Equal Treatment Act (GlBG) protected in Austria. Discrimination based on gender, origin, religion, age, sexual identity or disability is prohibited.

You must NOT be disadvantaged by:

  • Shift assignment or shift planning
  • Application or promotion
  • Further training and qualification measures
  • Parental leave or part-time employment
  • Salary or working conditions

 

Legally protected characteristics in the nursing profession

Protected feature Protection according to AGG (Germany) & GlBG (Austria) Applies in the nursing profession?
Ethnic origin Prohibition of discrimination in recruitment, shift allocation, etc. ✅ Yes
Gender Protection against discrimination, e.g. for part-time work and promotion ✅ Yes
Religion/worldview Right to religious practice within the scope of operational possibilities ✅ Yes
Disability Duty to provide appropriate workplace design and barrier-free access ✅ Yes
age No discrimination in training or shift allocation ✅ Yes
Sexual identity Protection from bullying, equal treatment in the team and supervisor relationship ✅ Yes

 

💡

Nora's tip: Document incidents in detail (when, where, who, what) and speak to the person you trust, the works council or the Ombud for Equal Treatment. The silence of many of those affected is a problem. As Martin Küttner states in his bachelor's thesis: "Experiences of discrimination in the workplace are often silently endured by those affected for fear of further disadvantages or because they are not aware of any official contact points." (Source: Martin Küttner, Bachelor's thesis: Discrimination against foreign carers, Zwickau University of Applied Sciences, 2014)

 

What you can do if you are affected

If you are experiencing discrimination in the workplace, it is crucial to take action. You are not alone!

 

What to do if you are disadvantaged in the nursing profession?

situation Your first step Contact point/institution
Racist or sexist comments Document the incident, seek a conversation, inform a person of trust or the works council Person of trust, team leader, works council, equal opportunities officer:r
Unfairly distributed services Seek discussion with team leader, document shift plans. Team management, works council
No promotion opportunities due to part-time work Talk to supervisor, submit documentation, consult Equal Treatment Officer. Equal opportunities officer, Caritas, trade union
Disadvantage after parental leave Seek legal advice, document the incident. Chamber of Labor (Austria), Ombud for Equal Treatment (Austria), AGG advice center (Germany)
Systematic disadvantage Create discrimination report, seek legal help. Federal Anti-Discrimination Agency (Germany), Ombud for Equal Treatment (Austria)

 

Discrimination in numbers: The financial reality

Hand holding an antique judicial scale on which one side with 100-euro bills is heavier than the other - symbol of imbalance or corruption

 

The discrimination is not only evident in the organization of work, but also in the figures, especially with regard to poverty among women in old age.

Earnings gaps and pension gaps:

Across all salary levels, women in Austria and Germany earn around 20 percent less than men on average. This disadvantage is felt throughout their entire working lives. It is not only the gender of an individual that is discriminated against in terms of pay, but also a strong distinction in so-called "typical male and female professions". The more women work in a profession, the worse it is paid. Nursing is a classic example of a "female" profession with comparatively low pay.

Unpaid work and low pension credit:

Women are also expected to juggle other activities outside the workplace in addition to their job. Household chores, raising children and unpaid care for a relative or dependents are still largely women's work. In total, 64 percent of all working hours performed by women are unpaid. Only 28 euros is credited as a monthly pension benefit for bringing up children. If a woman stays at home with her children until they reach kindergarten age (i.e. three years), she would receive a paltry 84 euros per month.

Poverty of the elderly as the sad culmination of discrimination:

If women have been losing out all their working lives, missing out on career opportunities and losing working hours due to the desire to have children, it is to be hoped that equal treatment in old age will gain in importance. But discrimination does not stop at old women in need of care who have done nothing but work all their lives. The zenith of discrimination is reached in old age.

 

Differences between men and women in care and pensions

area men women
Average pension (2023) €1.700 €1.200
Receipt of care allowance (2020) 109.000 218.000
Proportion of unpaid work 36 % 64 %
Life expectancy (average) Lower Higher
Pension gap Ø 42% lower (women)

(Source: Statistics Austria / Caritas / Ministry of Social Affairs)

Due to low incomes and part-time work over the course of their lives, women's pensions are 42 percent lower on average. In 2017, around 218,000 women in Austria received care allowance. The figure for men was half as many. Nevertheless, men's pensions are usually around 500 euros higher than women's - even though women have an average life expectancy that is four years longer. For this reason, poverty in old age is no longer a rarity, especially for women. Johanna is afraid of it, she admits. But she is much more afraid that her daughter will also suffer from discrimination against women in society.

 

Our contribution: Making care fair

A nurse sits beside an older man in a bathrobe on the edge of a bed, holding his hand and offering support in a bright, white room.

 

noracares is aware of these abuses and we are not indifferent to them. We are actively committed to fair care and want to eliminate discrimination. We want to strengthen the equal treatment of women and men and stop discrimination against women.

Care must not be a question of origin, gender or status.

  • We want to make care affordable for everyone and revolutionize the care market by empowering caregivers and providing families with reliable care at transparent conditions.

  • As studies show, discrimination can lead to nurses leaving their profession or not being able to develop their full potential (Source: Miriam Tariba Richter, Hogrefe eContent, 2024). We want to counteract this.

Comparison: Discrimination Prevention - Good vs. Bad Practice

It is the responsibility of every individual and every institution to actively combat discrimination. Here is a comparison of good and bad practice:

 

Equal treatment in nursing practice

area ✅ Good practice ❌ Poor practice
Team culture Intercultural training, clear communication of values, open approach to diversity No further training, silent tolerance of prejudices, no culture of discussion on sensitive topics
Recruitment/promotion Objective criteria, transparency in the application and promotion process Non-transparent decisions, "vitamin B", preference for certain groups
Feedback culture Low-threshold complaints offices, safe spaces for criticism and anonymous reports Fear of consequences for criticism, complaints are ignored or dismissed
Working time models Equal treatment in shift allocation, flexible models for all genders and life phases "Problem cases" (e.g. part-time employees, mothers) always on night shifts or unpopular shifts
Reaction to incidents Active intervention in cases of discrimination, rapid processing, clear consequences Silence, trivialization ("Wasn't meant to be..."), perpetrators are not held accountable

Register now and find your caregiver at a fair price! noracares is a platform where caregivers can find suitable jobs and speak directly with families to care for their loved ones. Families can find the carers they need here.

 

Register here

 

Graphic of nurse Nora with a stethoscope around her neck and the text 'Nora's conclusion' on a green banner. Closing remark or summary in the health sector.

Discrimination against women in the care sector is a deeply rooted injustice that runs through the entire working life and reaches its sad climax in poverty in old age. Johanna's story is representative of many women who do extraordinary things every day, but often do not receive the appreciation and fair conditions they deserve.

But it's not hopeless. You don't have to walk this path alone! There are legal rights, contact points and organizations that will support you. We at noracares are convinced that a fairer care sector is possible. Care that is based on appreciation, equal treatment and fair conditions. Only in this way can the care profession remain attractive and all those in need of care receive the care they deserve.

Our tip: Be courageous, inform yourself about your rights and seek support if you experience discrimination. Together, we can fight for a fairer future in care.

 

A turquoise banner with white text that reads 'Nora's Frequently Asked Questions'. On the right is an illustrated avatar figure of a nurse with blonde hair wearing a turquoise nurse's cap with a white cross, a white collar and a stethoscope around her neck
Discrimination in nursing is when nursing staff or patients are disadvantaged, devalued or excluded on the basis of personal characteristics such as origin, gender, religion, age, language or part-time status - whether by colleagues, superiors or structures in everyday nursing care.
First speak to a trusted person or supervisor. Document the incident in writing. Contact internal departments, the works council or the Ombud for Equal Treatment. A complaint under the AGG (in Germany) or GlBG (in Austria) is also possible. Important: You are not alone - get support.
The General Equal Treatment Act (AGG) protects nursing staff in Germany from discrimination in the workplace. It prohibits discrimination on grounds such as origin, gender, religion, age or sexual identity and obliges employers to take preventative action and establish protective mechanisms. In Austria, the Equal Treatment Act (GlBG) offers similar protection.
A care worker with a migration background is systematically assigned only night shifts, even though other equally qualified colleagues work alternating shifts. Or: A woman working part-time is not considered for a management position despite many years of experience. Both cases show institutional discrimination.
Various forms of discrimination occur in the care sector: racial discrimination, sexism, age discrimination, discrimination against LGBTQ+ people, religious exclusion and structural discrimination due to part-time work or origin. These forms can be overt or subtle, verbal or organizational.

 

Graphic logo of Nora's treasure trove of knowledge, a collection of information for nursing staff. Ideal for presenting nursing knowledge and advice.
  • AGG (Allgemeines Gleichbehandlungsgesetz): A German law that prohibits discrimination on various grounds (e.g. gender, origin, religion, religion).(e.g. gender, origin, religion, age, disability) in the workplace and in other areas of life.
  • Ageism:A form of poverty that occurs in old age when pension or retirement income is not sufficient to cover living expenses. Often affects women more due to their employment histories.
  • Arbeiterkammer (AK):A legal representation of the interests of employees in Austria, offering advice and support on labor law and social issues.
  • Discrimination: Discrimination against or devaluation of persons or groups on the basis of certain characteristics (e.g. gender, origin, religion, ethnicity, religion) is a form of discrimination.e.g. gender, origin, religion, age, sexual orientation). Can be direct, indirect or structural.
  • Gleichbehandlungsanwaltschaft (GlBG): An Austrian institution that works to ensure compliance with the Equal Treatment Act and advises and supports those affected by discrimination.
  • Equal Opportunities Officer:r: A person in a company or institution who is committed to equality between women and men and is the point of contact in cases of discrimination.
  • Migrant:inside: people who have moved their place of residence from one country or region to another country or region. In the context of care, often care workers who come from abroad.
  • NGO (Non-Governmental Organization): Non-Governmental Organization. Non-profit organizations that act independently of state structures and are committed to social, ecological or humanitarian goals (e.g. Caritas).
  • Gender Pension Gap:The percentage difference between the average pensions of men and women, which often results from lower earned income and longer interruptions in women's employment.
  • Care reform: Comprehensive political and social measures to redesign the care system, often with the aim of improving the quality of care, addressing staff shortages and solving funding problems.
  • Part-time quota:The proportion of employees who work part-time in relation to the total number of employees. Significantly higher for women than men in many occupations.
  • Unpaid work: activities such as housework, child-rearing and caring for relatives, which do not result in a direct financial reward, but have a high social value and are predominantly performed by women.
  • Volksschullehrkraft: The job title for a:n teacher:in an elementary school (in Austria: Volksschule).

 

 

support button