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University of Toledo Gender Equity Salary Study

University of Toledo Gender Equity Salary Study. A Study Prepared for the Women’s Leadership Forum. Research Question. Are faculty salaries at UT significantly different for women and men?. University Studies The University of Pennsylvania The University of Virginia

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University of Toledo Gender Equity Salary Study

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  1. University of Toledo Gender Equity Salary Study A Study Prepared for the Women’s Leadership Forum Office of the Provost

  2. Research Question Are faculty salaries at UT significantly different for women and men? Office of the Provost

  3. University Studies The University of Pennsylvania The University of Virginia The University of California System The University of California-Irvine The University of Wisconsin-Madison The University of Illinois-Chicago The University of Illinois-Urbana Champaign The University of Michigan Bowling Green State University Other Sources Paychecks: A Guide to Conducting Salary Equity Studies for Higher Education Faculty, (AAUP) “Interpreting Nondiscrimination Requirements of Executive Order 11246 With Respect to Systemic Compensation Discrimination,” (OFCCP) Prior UT Studies Review of Prior Studies Office of the Provost

  4. Factors that may influence salary • Gender • Rank • Time at rank • Years of employment • Scholarship • College • Degree • Interaction between gender and college Office of the Provost

  5. Procedures • Collect the data • Determine the appropriate statistical methods • Analyze the data • Interpret and present the results Office of the Provost

  6. Methods • Transform salaries to 9 month salaries • Analyze tenured and tenure track faculty together • Analyze lecturers separately because factors that affect lecturers salaries are different from those of tenured and tenure track faculty • Use ANOVA with Rank and Gender as independent variables Office of the Provost

  7. Average Distribution of Tenure/Tenure Track Faculty Salaries Note: distribution based on Fall 2005 data. N=622 Office of the Provost

  8. Overall breakdown of women and men by rank Office of the Provost

  9. Average Salary by Rank and Gender Office of the Provost

  10. Questions that led to further analysis Is this difference solely due to gender or do the following contribute? • Rank • College • Time at rank Office of the Provost

  11. Potential Risk of Aggregated Effect • In certain situations looking at aggregate data (here overall averages for males and females) gives a misleading pattern of bias that does not exist at the disaggregated level • Are more men employed in higher salaried college than women? Office of the Provost

  12. Correlation between Average Salary and Percentage of Male Faculty r = .81, p <.01 Interpretation: There is a strong positive correlation between the average college salary and the % of male faculty Office of the Provost

  13. Removing the college effect • Subtract the average college salary from each faculty salary • Each centered salary represents how much above or below the average in the college • Example: A faculty member paid $76,000 in a college with an average salary of $85,000 has a centered score of -$8,000 Office of the Provost

  14. t = 2.67, p = .008 t = -.618 t = .334 Results • Interpretation: There is no significant difference in salary by gender at assistant and associate professor levels. However, there is a significant difference in salary between males and females at the full professor level Office of the Provost

  15. Does time at rank contribute to the significant difference in salaries for full professors? • Females have been at full rank an average of 8.2 years while males 13.9 years. The difference is significant (t = 3.657, p<.001) • Although time at rank interacts with rank, time at rank can be partialed out at each level independently • After controlling for the effect of time at rank, the difference in female and male salaries at full professor level no longer significant (t = 1.15, p = .257) Office of the Provost

  16. Analysis of Salary of Lecturers • The number of female and male lecturers at UT is 49 and 39 respectively with average salaries of 31,274 and 32,679. • This difference in salaries does not reach significance (t = 1.006, p=.317). Office of the Provost

  17. Conclusions • Using centered salaries (standardized) by each college, there is no significant difference in salary between males and females at the assistant and associate professor levels; however, there is a significant difference between female and male salaries at the full professor level • After factoring out time at rank at the full-professor level, the salary difference between males and females is not significant. Office of the Provost

  18. Recommendations • Use these findings as a benchmark to track UT’s progress • To determine if the trend is continuing, conduct the study on a regular basis. Office of the Provost

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