Focuses on salary differences between male and female academics, in particular those that remain after controlling for differences in productivity, experience, academic field, and institution of employment. Data based on recent surveys of American academies indicate that a proportionate salary advantage accrues to men. (ML)

The applicability of the principle of comparable pay for comparable worth is discussed for college faculty jobs, not only for alleviation of sex discrimination but also for eliminating bias-related discrepancies between departments or specialties. (MSE)

Identification, by regression analysis, of systematic salary discrimination against women faculty is possible and may suffice to induce institutions to make a commitment to an equitable salary structure. The uses of this analysis method and its results are discussed. (MSE)

An approach to identifying and correcting college faculty salary inequities based on gender is presented. Steps include determining whether a problem exists using an objective, legally sound procedure; developing feasible adjustment strategies; and implementing correction and a monitoring process consistent with institutional culture and values.…

This paper examines issues involved in selecting a strategy that could be carried out by institutions to achieve salary equity between male and female faculty. It compares potential strategies based on equity of salary adjustments, political constraints, cost to the institution, and whether the plan removes inequities. Steps in determining…

A study explored two distinct methods of calculating a precise measure of gender-based wage differentials among college faculty. The first estimation considered wage differences using a formula based on human capital; the second included compensation for past discriminatory practices. Both measures were used to predict three specific aspects of…

It is critical to institutional health that college clerical and administrative employees have a sense of participation in the institution. Personnel policy incorporating the principle of comparable worth in salary determination will become essential as nonfaculty employees note discrepancies between faculty and nonfaculty employment practices.…

Issues involved in selecting an administrative strategy for achieving salary equity for men and women in institutions of higher education are discussed. Possible strategies are reviewed and compared based on equity of salary adjustments, political constraints, cost to the institution, and effectiveness in removing inequities. (Author/MSE)

Salaries and promotion patterns in the social sciences faculty at a large Canadian university were examined for evidence of gender discrimination. No patterns of discrimination in promotion were found, and women were not more underrepresented in higher-salaried departments. Male and female faculty similar on salary-relevant variables were found to…

Analysis of national data on college administrator salaries by gender, minority/nonminority status, years of service, and institution type found that wage gaps related to gender and minority status persisted in 1991-92 but that interaction of length of service with other study variables explained a significant amount of this gap. (MSE)

The concept of comparable worth bases its legal claims in the Equal Pay Act of 1963, the Civil Rights Act of 1964, and a 1981 decision of the United States Supreme Court. Still, assertions that comparable worth should be invoked to correct wage discrimination have usually been rejected in federal courts. (PGD)

Approaches for undertaking a faculty salary equity analysis are discussed. An institutional researcher must have a clear understanding as to why the study is being performed. Faculty handbooks and policy manuals are good starting points for determining how salary decisions are made. Once the salary allocation criteria have been identified, the…

Two studies illustrate how omitting faculty rank as a predictor variable from gender equity studies of faculty salaries can lead to incorrect conclusions about gender discrimination. One uses hypothetical data constructed so there is no gender difference in salary, but omission of academic rank skews the results. The second uses data from a…

The status of women faculty members at Virginia Polytechnic Institute and State University is examined. Attention is focused on the progress made by the university over the last 5 years in hiring and promoting women faculty, the representation of women in the administration and university governance, and salaries. Major conclusions are as follows:…

Describes the concept of comparable worth, discusses opposing views concerning whether inequities in pay are results of discrimination, considers efforts to determine the comparability of jobs, including teaching, notes the possible impact of implementing comparable worth legislation, and cites developments in state legislation and local school…