This is seen to varying degrees in the nursing profession. The quantitative analysis reveals a clear divide between the gender trajectories of men and women, which is mainly driven by the struggle for power of nurses (Loughrey, 2006). One study found that in ten years of employment, more than half of the men studied were in management positions, compared to just 20% of women - and after twenty years, this figure increased to 70% for men and 40% % for women (Abrahamsen, 2006). As the masculine concept of "provider" has been seen as a barrier to men's entry into the profession (Evans, 2004), it can be reasonably assumed that many of those who leave nursing do so because they do not have not reached the highest paid management positions. roles – with one study noting that “nurses who have left nursing view salary and career as very important” (Abrahamsen, 2006). As a result, there may be a culture of hegemonic masculinity among men who remain in nursing. One occupational therapist studied describes how psychiatric nurses taunted him, saying: "There's definitely a culture of testosterone...I've had verbal jibes – remarks about my masculinity...how can you be a real man in a woman's job? (Loughery, 2008). The irony of this omnipresent culture