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Staying on top of labor trends in dentistry is important for everyone, but especially for working moms. A working mom needs to understand what’s happening so she can plan ahead for herself and her family. Here’s the overall picture of what’s popular, what’s on its way out, and what’s next with compensation trends in the dental industry and beyond:

Trends On the Rise

Here’s some great news: salaries are continuing to rise. U.S. salary budgets are set to rise by over 3% in 2020. So, whether you’re a working mom or not, that’s more money your employer is able to offer you.

Another general trend happening in the U.S. is freelancing, contract, or “gig” work (in the dental industry, we call this “temp” work). 51% of employees say they are more interested in freelancing/temping than a full-time job.

For working moms, the more flexibility you have in your schedule the better. If this trend continues to grow at the rate it is now, the majority of the U.S. will be freelancing by 2027.

Jobs, job descriptions and responsibilities are also becoming much more “hybrid.” Gone are the days that your title alone determined your salary. Skills are becoming a bigger factor in determining someone’s salary.

What Does This Mean For You and Your Practice?

Now that trends have been established, what are companies most likely to do? On the salary front, companies have begun tailoring salaries and salary expectations to the different generations in the workforce because they value different benefits based on their lifestyles.

For example, as an added benefit, some employers also provide their teams with continued education resources and incentives. For a working mom in dentistry, this means continuing your education (and gaining skills to add to your resume!) on the clock, not on your own time.

With the rise in “gig” work, employers are also creating better programs and schedules within their practices to cater to temps.

Transparency in communication is also huge. Both temps and employers report seeing better results and stay on the same page when they maintain open communication with each other.

Of course, along with the positives there are also some “cons” to consider. For example, traditional benefits (401K, PTO, etc.) are not typically offered in these temp and part-time roles. Also, there may be increased lack of ownership with an employee who is in an office two days per week compared with someone who is present full-time. And, of course, the questions and considerations that come with 1099 work – which we will cover in an upcoming post!  

The Bottom Line

Salaries are going up, temp work is gaining traction, employees’ salaries are more dependent on their skills, employers are more likely to offer continuing education courses or resources, and communication is more open and clear than ever.

Looking to hire a temp or seeking a temp position for yourself? It’s easier than ever to get started at!

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