This report represents the results of a salary study of the full-time faculty members listed in the Board of Trustees' minutes at the University of Akron. Tentative conclusions suggest: (1) While changes in salaries at the University of Akron over the last several years have generally kept pace with changes in the cost of living, the more recent…

Explores the problem of a male/female salary differential for professors, discusses relevant factors explaining this disparity, and applies a model for detecting compensation bias to a sample of educational administration professors' salaries. Results indicate that a significant proportion of the salary variance is explained by gender. Includes 31…

The earnings gap between male and female workers across all occupational groups has been well documented; full-time women workers earn, on average, approximately 65 percent of men's salaries. Although male/female salary disparity is largest across occupational groups, salary disparity within occupational groups still prevails. For example, the…

Describes strategies used over the past decade to address inequities between women and men in the areas of salary, promotions, and participation in faculty affairs and governance at Arizona State University. (GC)

Examines the relative pay of women in the academic labor market between 1965 and 1985, analyzing national survey data, information from institutions, and published research. Although women's relative pay has improved since the late 1960s, women's salaries still fall short of men's salaries. Sex discrimination seems to have had little effect on…

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)

A survey conducted in the Iowa public schools indicates that the coaches of teams for girls and teams for boys tend to be paid equal salaries when the teams are of the same sports, but because fewer terms of the so-called major sports are offered for girls than for boys, there are presently fewer high paying coaching opportunities for women than…

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)

The status of women at the Washington State University (WSU) is examined. Emphasis is placed on distribution of women faculty, promotion rates, salary comparisons and participation of women faculty in positions of influence. Recommendations to enhance the position of women as WSU are listed for each area of study. A supplement to the report…

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.…

Faculty women have had limited success in winning redress for employment discrimination in hiring, salary, promotion, and tenure. The burdens in time and money faced by those seeking remedies make litigation accessible to only a few, leaving internal institutional reform as the only means of moving toward sex equity. (Author/GC)

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…

Describes authors' own experiences and strategies used in advocating for faculty women confronting sex discrimination at the University of Cincinnati. Highlights both positive results and negative paradoxes that resulted from organized efforts to achieve equality in the areas of salary, merit pay, career mobility, reappointment, promotion and…

This paper compares relative earnings by sex among university faculty members as estimated from both cross-section and longitudinal data samples. Results indicate substantial differences in estimated male-female salary ratios. (TE)