A major concern for researchers and managers alike is the inequality in the workforce based on gender and position. Researchers have found that women tend to hold disproportionately lower positions than men and receive remuneration of about 60 cents to the dollar compared to their male peers. This study assessed inequality in wage and position…

This discussion of the impact of new computer occupations on women's employment patterns is divided into four major sections. The first section describes the six computer-related occupations to be analyzed: (1) engineers; (2) computer scientists and systems analysts; (3) programmers; (4) electronic technicians; (5) computer operators; and (6) data…

Employing data from 12 industrial societies, investigates differences in the labor force behavior, occupational distribution, and attainment patterns of ever- and never-married women. Finds little support for the dual-career theory, which attributes womens' concentration in low-paying employment to gender differences in marital and childrearing…

A study used data from the 1998 Current Population Survey to document job growth in the public and private sectors and examine the quality of jobs in terms of wages and benefits. Findings indicated public sector employment declined for both women and men during the period from 1979-98 with a somewhat sharper decline among men. In 1998, median…

Although the proportion of full-time women faculty at medical schools is increasing, the distribution is uneven. The greatest increase is in female Ph.D.s, while the greatest increase for males is in M.D.-Ph.Ds. Nondoctoral faculty showed the greatest decrease for both men and women. (MSE)

This article begins by surveying the major theoretical approaches to studying sex differences in the labor market. Focusing on developing nations, it then analyzes major manifestations of sex differences in labor market consequences of education: market-activity rates, wages, earnings profiles and rates of return, and occupational distribution.…

A recent study found universities pay substantially higher salaries, sometimes twice as high, to head coaches of men's athletic teams than to head coaches of women's teams. Findings raise questions about how coaches' salaries are set. Some see sex discrimination; others view salary differences as reflecting degree of coach responsibility. Most…

A survey of 314 male and female faculty in criminology and sociology found that faculty women are more likely than men to leave academic positions, and women who interrupt careers commonly do so for a job-seeking spouse. Women experience significant losses in tenure and earnings as a result of career disruptions. (MSE)

According to an American Association of University Professors survey, at 19 universities this year the average salary of full professors exceeded $100,000; 10 institutions pay full professors an average of under $33,300. Faculty at doctoral institutions received the largest raises. Changes over the previous year are tabulated by institution type,…

Using Botswana household income data, shows that education's rates of return rise by education level. The human capital model remains robust. Education is not income-equalizing; women are paid less than men despite being more highly educated. Private educational financing, job creation, and increased gender equity are needed. (Contains 27…

A study explored two distinct methods of calculating a precise measure of gender-based wage differentials among college faculty. The first estimation considered wage differences using a formula based on human capital; the second included compensation for past discriminatory practices. Both measures were used to predict three specific aspects of…

This paper presents a procedure by which institutional researchers can determine whether gender-salary discrimination exists at an institution of higher education. The procedure utilizes a statistical quality control tool, which is referred to as setting the process aim. This procedure is based on the premise that salaries are determined by a…

Compensation in higher education is an inclusive term, since all the benefits associated with teaching, research, work with people, and work with knowledge might be included. But in terms of purchasing power it appears that compensation for work in higher education has lost ground against inflation. In contrast, wage and salary earners in many…

A questionnaire about graduate school and professional experiences was completed by 235 white females, 10 minority females, 198 white males, and 12 minority males who hold the doctoral degree and are members of the American Psychological Association, Division of Educational Psychology. Tentative findings, based on simple descriptive statistics,…

A study using discriminant analysis to correct bias in predicting faculty rank is reported. Findings concerning the relationship of prediction error and gender and suggestions for use of the results to study salary-bias problems are also discussed. (Author/MSE)