American Association of University Professors (AAUP) members are likely to be familiar with the 1960 adaptation of Howard Fast's "Spartacus" by Stanley Kubrick and Dalton Trumbo, a rousing Kirk Douglas production widely credited with breaking the Hollywood blacklist. They are a bit less likely to be among the five or six million weekly viewers of…

In this article, the authors provide a description of the academic climate in New Mexico. Like many other places in the world today, New Mexico is trying to find an identity in an environment that the authors label "increasingly privatized, corporatized, and militarized." New Mexico's higher education salaries are lower than those in…

The decision to leave a successful career and great earning potential to start over as a novice with new surroundings and expectations is not made without consideration of a wide array of variables. Making the transition to higher education was not an easy one and the transition itself has presented various other challenges and joys that I have…

Suggests that the most serious problem facing higher education institutions today is disciplinary discrimination because faculty benefits and salaries are not always decided on tenure and accomplishment but on market demands in high-demand fields of education. Humanities faculty are less likely to receive comparable salaries, equipment, and…

The applicability of legal principles governing equal pay and sex discrimination in university settings is discussed. The most objective mechanism that a university can utilize to achieve compliance with the Equal Pay Act would be implementation of a salary system that relies on experience, formal education, and time in grade. (MLW)

At most colleges and universities, fringe benefits are offered only to married faculty. Requiring marriage for benefit eligibility discriminates against all unmarried couples, homosexual or heterosexual. Resistance to providing benefits to unmarried couples is declining, but both gay and straight couples will have to lobby together for domestic…

Review of 19 case studies of gender inequity in faculty salaries found inappropriate application of statistical procedures. An alternative, seven-step procedure for salary modeling and testing allegations of salary discrimination is outlined and applied in a case study of 725 faculty. (MSE)

Offers a brief review of some issues of importance to the integration and development of women in faculty roles, including the wage gap and the dominant model used to explain it, the job market, mentoring, financial support for graduate students, and methodological trends in research. Notes implications for the future. (SR)

The current trend toward academic gamesmanship, characterized by interinstitutional competition for faculty, gives the general public a superficial notion of academic excellence, deceives higher education supporters, deprives undergraduates of teaching that they are paying higher prices to receive, and gauges success by ephemeral standards.…

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)

Argues that salary differentials among community college faculty are unrealistic and based on the inaccurate assumptions that people are motivated primarily by money; that high-demand disciplines will remain constant over time; that attitudes toward other disciplines and faculty members are unaffected by salary differentials; and that teaching is…

Recognizes variables that are currently relevant to the determination of community college faculty salaries, stressing that faculty marketability can no longer be ignored. Looks at the factors underpinning the need for differential funding, the forces operating against differential salaries, and the need for appropriate action. (AYC)

The design of a faculty salary structure that gives weight both to professional concerns about merit and to personal concerns of salary improvement in the course of an academic career is illustrated. Commitment to quality, resources, and leadership are seen as essential to this model's success. (MSE)

The role of merit pay is examined in the contexts of two different faculty salary systems, and the interaction of the salary system and assessment of individual merit to produce particular patterns of faculty mobility is discussed. (MSE)

This paper discusses research findings associated with differences in pay among women and men in higher education and examines the notion that salary differences can be explained as a result of women being more care oriented than men; i.e., women possess a greater level of caring for others, sensitivity to others, and a connectedness to others. It…