Examined variables related to sexual discrimination on-the-job for a sample of social workers (N=128) in North Carolina. Findings indicated that gender was a better predictor of salary than either job position, experience, or education. When these three variables were controlled, males were found to earn an average of $5,645 more per year than…

This report presents 1981 annual average data on the number of men and women working full time in each occupation and on their usual weekly earnings. Results indicate that occupations in which women workers dominate tend to rank lower in terms of earnings; men dominate higher paid occupations. (Author/CT)

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)

During the 1971-72 academic year, the status of women faculty at the colleges and universities in Indiana was studied. The four state supported universities and five private colleges in Indiana supplied data for the survey. Data were summarized according to numbers of men and women applying and admitted or enrolling in undergraduate programs;…

A prototype study of faculty salaries at the University of Maryland was conducted using a methodology considered applicable on other campuses. Computer analysis of data on salaries and faculty characteristics using a multiple regression equation for predicting male and female salaries produced results showing sex biased salary-setting procedures.…

In the last 20 years, an increase in the number of working women has been accompanied by changes in the female labor force and in the concentration of women in particular occupations and industries. These changes have a profound effect upon women's earnings. The Current Population Survey (CPS) shows a wide disparity in the median earnings of women…

This paper reviews some of the past literature on male-female wage differentials in order to determine the early hypotheses which are the historical roots of the current theoretical and empirical work analyzing male-female wage differentials. Part 1 reviews the discrimination hypotheses, which emphasize differences in the labor market conditions…

It is hypothesized that three factors would predispose women in specifiable positions to lower-than-expected salaries: length of service, rank, and proportion of females in the field. A multiple regression technique is used. (LBH)

Recent years of inflation and recession held real earnings of wage and salary workers below 1973 levels; the pay gap between Black and White full-time employees narrowed after 1967, but the wide earnings disparity by sex remains. (Author)

This study examines salary differences by sex for a group of male and female college graduates. The results of the mail questionnaire lend support to current claims of discrimination in the employment of women. Implications for counselors are discussed. (SJL)

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…

Three techniques are outlined for use by higher education institutions to achieve salary equity: salary prediction (using various statistical procedures), counterparting (comparing salaries of persons of similar rank), and grievance procedures. (JT)

Rigidity is setting in that obscures reasonable discussion of the imperfections of a free market where women's wages are concerned, and increases the likelihood that comparable worth, if implemented, might substitute one set of arbitrary job evaluations for another. (MLW)

Staff actions are set forth that are involved in proposing increased adjustments in salary levels for female-oriented occupations. Some oversights and miscalculations are detailed that seem to have affected the decisions of the policy body, the board of trustees, of the California State University and Colleges. (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.…