Compa-ratio, a technique used in diverse ways in the corporate sector, was used to analyze gender bias in faculty salaries at one university. Results, compared with those derived from two multiple regression analyses of the same data, suggest that the technique is adaptable for higher education and easily understood by administrators and faculty.…

To test the paradoxical female hypothesis (satisfaction with salary underpayment), researchers surveyed a random sample of school chief finance officers. Female officers (unlike their male counterparts) receiving less than their entitled salaries enjoyed the same level of pay satisfaction as female and male officers receiving more than their…

Effects of gender on income were examined for 321 physicians married to physicians. Family context explains more of the income gap. Despite similar human capital investments and labor market position, women married to doctors tend to focus on family and men married to doctors tend to focus on career. (Contains 83 references.) (SK)

Since 1979, the wage gap between women and men has narrowed significantly, falling by more than 10 percent overall. The closing of the wage gap has slowed considerably in the 1990's, however, with women's real wages (adjusted for inflation) stagnating in recent year and men's wages continuing to decline. The lack of growth in both women's and…

Observed sex differences in job satisfaction were hypothesized to actually be due to variables which covary with sex. State employees provided data. Significant differences in satisfaction "washed out" when effects such as age, education, and tenure, were controlled; but the hypothesis was only partially supported. (Author/SJL)

Described are the American occupational structure by sex existing in 1970 and 1960, and the associated reward structure for these occupations in 1969. The 1969 income differential is decomposed into components which may be attributed to (1) differences in the opportunity structure of women according to occupation, education, and weeks worked, and…

Describes the concept of comparable worth, discusses opposing views concerning whether inequities in pay are results of discrimination, considers efforts to determine the comparability of jobs, including teaching, notes the possible impact of implementing comparable worth legislation, and cites developments in state legislation and local school…

This study explores the extent to which college and university faculty supplement their basic institutional salaries, and whether, after controlling for differences in human capital, productivity, and structural characteristics, the tendency to supplement salary and the amount of supplemental earnings varies between women and men. Data for the…

This issue brief examines the gender salary gap in engineering, an occupation in which women held 10% of the jobs in 1995. Using multivariate regression analysis, various potential explanations for the salary gap in this field are explored. It was concluded that the salary gap is primarily explained by the fact that female engineers, on average,…

A study was done to determine the effect of ten variables upon the earnings of vocational graduates of Missouri junior college vocational programs. (KP)

An outline of the membership of the Council for Advancement and Support of Education profiles the average member, his/her job title and responsibilities, career preparation, professional development opportunities, status within the institution, institution type, salaries, and sex and qualification discrimination in compensation. Compensation…

A survey of National Association of Social Workers revealed that female social workers continue to earn less than their male colleagues. Offered evidence that discriminatory personnel practices may be preventing many female practitioners from acquiring the skills necessary to qualify them for top management positions in the profession. (Author)

Analysis of a 1% sample of performance appraisals of federal employees of comparable education and experience (1990-95) found that women, especially whites, received higher ratings than white men at the same level. Minorities were more likely to receive a "fully successful" rating and less likely to receive an "outstanding" rating. (SK)

Provides IRORs (internal rates of return) to investment in higher education by race and sex, using data from the 1985 wave of the Panel Study of Income Dynamics. Black males obtain a rate of return somewhat below other subgroups. Females tend to have a larger return to an investment in education than their male counterparts. (63 references) (MLH)

Data from the National Organizations Study corroborated prior research showing strong negative effects on earnings in female-dominated occupations. Neither government regulation, firm size, nor formalized job policies and structures mediated this earnings penalty. (SK)