Provides information on how hierarchical linear modeling can be used as an alternative to multiple regression analysis for conducting salary-equity studies. Salary data are used to compare and contrast the two approaches. (EV)

Discusses how the selection of variables used in the salary model, and the functional form of the salary model, can influence the findings from an institutional salary-equity study. Also demonstrates how an institution's salary model can be used to identify pay disparities for individual faculty members. (EV)

A comparison of salary and rank by sex at a major institution before and after initiation of an approved affirmative action program suggests that required programs are more costly than effective. Rather than the current regulatory approach, federal incentives and greater attention to results than procedures are recommended. (Author/LBH)