In the university setting, the issue of faculty morale typically has been linked to a variety of perceived inequities, including inequities in faculty salary. New approaches for analyzing two different, but related, types of inequity are proposed. One approach addresses whether salary compression, often perceived by faculty to exist, actually does exist; the other approach addresses whether end-of-term annual salary increases, often perceived by faculty not to reflect a cost of living component, actually do. What sets these two approaches apart from the others suggested in the literature are that they lack a high level of mathematical complexity, yet they still have the ability to control for confounding sources of variation, they are easily carried out even by someone with minimal statistical expertise, and results from them are easily understood by a broad audience. The two new approaches are applied to real data from a private research university in the Northeast and results from these analyses are discussed. (Contains 1 footnote, 5 tables and 7 figures.)