This preliminary summary report gives comparative data as to the salary and rank of Ithaca College fulltime faculty, with special regard to the status of women within that faculty. Data is based on all college comparison, comparison with humanities and sciences, WHealth, Physical Education, Recreation and music, comparisons within the Allied…

Describes the use of regression analysis in eliminating sex discrimination in a university's salary structure and examines regression models usually accepted by courts. Estimates salary regressions for a large, midwestern university for 1983-84 in a simulating exercise exploring alternative elimination methods. Includes 23 references and 11 court…

Responses from 188 of 500 female accounting faculty surveyed showed that only 34.3% had senior rank. Almost half earned $50,000-80,000. More than half experienced gender discrimination. They tended not to report incidents of racial or gender discrimination. (SK)

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)

Officials at a number of higher education institutions have shown that considerable discrepancies exist in faculty salaries, corresponding to sex differences. To date, there has been no satisfactory way to examine the relationship between faculty accomplishments and rewards in the merit system. This study was undertaken to assess the nature of…

In assessing sex-discrimination suit damages, debate rages over the type and number of variables included in a single-equation model of the salary-determination process. This article considers single- and multiple-equation models, providing 36 different damage calculations. For University of Minnesota data, equalization cost hinges on the…

Women who are employed receive lower salaries on the average than men. The differences in faculty salaries are investigated in relation to the extent these differences can be explained by relatively objective factors, such as lack of the Ph.D. and differences in performance, and to what extent they appear to be the result of discrimination. Using…

This Affirmative Action Plan was designed to eliminate discrimination against women at the University of Pennsylvania. Thirteen steps are recommended: (1) issue a public statement recognizing the existence of discrimination against women at the University; (2) instruct the committee on the budget and inform the President's and Provost's staff…

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)

The hypothesis of a direct link between institutional pay scales and faculty sex ratios is examined based on HEGIS and AAUP data. Results suggest that eliminating sex bias in faculty pay within individual institutions will not achieve parity for women until higher-paying institutions recruit more women or those with more women upgrade pay scales.…

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)

A salary-equity lawsuit filed against Illinois State University begun by three women faculty has become a major court battle over sex discrimination, involving 80% of the university's female professors and many who have left the institution. Some see discrimination as pervasive at the university; others have few complaints but want to support…

Using data from a class action suit at the University of Minnesota, this paper shows the different costs arising from paying women a percentage increase on their actual salaries, versus paying them predicted salaries as if they were men. The political consequences of enacting these different equalization methods (without additional funding) are…

Research findings are presented indicating that although there is no significant difference in the salaries of minority and nonminority faculty as a whole, it is a problem area for minority females. Sex is a stronger variable than ethnicity, with the following rank order from highest to lowest mean salaries: nonminority males, minority males,…

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)