Uses data from 1988 and 1993 National Center for Education Statistics surveys of faculty to examine what has happened to earnings of women in higher education. Data show the aggregate unexplained wage gap between men and women is between 7% and 10%. Wage gap for younger women is much lower than for older women in academe, suggesting some progress…

Using National Center for Education Statistics and American Association of University Professors data, this paper studies faculty substitution trends at four types of colleges. Findings indicate that price-related substitution exists in all types regardless of mission. Boosting lower rank salaries would not appreciably alter employment at these…

Describes a three-tier merit-pay system that rewards excellence, reinforces competence, and yet motivates professional growth among the lowest performers. Also discusses drawbacks. (PD)

Reviews several different methods that analysts can use to measure gender- and race-based pay differences for academic employees, and how they are interrelated. Discusses the advantages and disadvantages of each method, and shows how they can give rise to different estimates of pay disparity. (EV)

The 2017 edition of the "Digest of Education Statistics" is the 53rd in a series of publications initiated in 1962. The "Digest" has been issued annually except for combined editions for the years 1977-78, 1983-84, and 1985-86. Its primary purpose is to provide a compilation of statistical information covering the broad field…

The 54th in a series of publications initiated in 1962, the purpose of the "Digest" is to provide a compilation of statistical information covering the broad field of education from prekindergarten through graduate school. It contains data on a variety of topics, including the number of schools and colleges, teachers, enrollments, and…

Stepwise multiple regression was used to develop salary prediction equations, one from each of two faculty samples used most frequently used in this type of research. An analysis of the model found that on average women were paid significantly less than men. (RB)

To determine faculty perceptions of equability of university salaries, a questionnaire survey queried faculty of a large southeastern university whether they considered themselves overpaid, adequately paid or underpaid and how this perception related to job effectiveness. Results indicate that poorly-conceived compensation may adversely affect…

Responses from 117 of 300 human resource development faculty indicated that 46.6% variance in salaries was related to four variables: rank, reward structure, years full-time teaching, and doctoral degree. Research was rewarded more than teaching or service. Lower numbers of women at higher salary levels may result from lower percentage of women in…

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)

Traces the evolution of salary-equity studies over time, and how the findings have changed with regard to pay differences by gender and race/ethnicity. Reviews the literature on salary equity for both faculty and nonfaculty academic employees. (EV)

Provides a review of the alternative methods available to analysts for making salary adjustments in an effort to eliminate pay disparities. Presents a new approach that can be used to correct salary inequities. (EV)

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…

Using data from a 1977 survey of faculty from 158 U.S. colleges and universities, the author estimates that the proportional salary advantage to unionized faculty members was typically less than two percent. Unionization increased the return to seniority and decreased the return to several measures of merit, including publications and post-degree…