Pathways to gender inequality in faculty pay: The Impact of institution, academic division, and rank

Renzulli, Linda; Reynolds, Jeremy; Kelly, Kimberly; Grant, Linda

doi:10.1016/j.rssm.2013.08.004

Cited by 23 publications

(34 citation statements)

References 59 publications

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“…Although cis women earn more undergraduate and master's degrees than cis men, they remain underrepresented as doctoral students, faculty members, and university administrators (Cordova, 2011;National Center for Education Statistics, 2012, 2015b. While the number of cis women faculty in education, social sciences, and humanities has grown in recent years, the number of cis women faculty in science, technology, engineering, and mathematics (STEM) remains disproportionately low (Barone, 2011;Renzulli, Reynolds, Kelly, & Grant, 2013). These gender disparities rise with academic rank, with cis men outnumbering cis women faculty as associate professors, full professors, senior administrators, and university presidents (American Association of University Women, 2015; National Center for Education Statistics, 2015b).…”

Section: Universities and Colleges As Gendered Organizationsmentioning

confidence: 99%

Secret service: Revealing gender biases in the visibility and value of faculty service.

Hanasono

Broido

Yacobucci

et al. 2019

Journal of Diversity in Higher Education

110

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Although the demand for faculty service has increased substantially in recent years, the workload is not shared equitably among tenure-track faculty (Guarino & Borden, 2017; Pyke, 2011). Women faculty tend to spend more time on service activities than men, and they tend to perform important yet less institutionally recognized forms of service like mentoring, committee work, emotional labor, and organizational climate control (Babcock, Recalde, Vesterlund, & Weingart, 2017; Misra, Lundquist, Holmes, & Agiomavritis, 2011). Drawing from the theory of gendered organizations (Acker, 1990), this interview study examined how institutional gender biases impact the visibility and evaluation of faculty service across the tenure-track career trajectory. Our findings reveal how task-oriented forms of service tend to be more visible and valued than relationally oriented service. In addition to addressing a gap in the literature, our study presents practical recommendations to make service more visible, valuable, and equitable across faculty ranks and gender identities.

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Section: Universities and Colleges As Gendered Organizationsmentioning

confidence: 99%

Secret service: Revealing gender biases in the visibility and value of faculty service.

Hanasono

Broido

Yacobucci

et al. 2019

Journal of Diversity in Higher Education

110

View full text Add to dashboard Cite

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“…Credible salary studies include controls for differences in worker productivity. Some studies have used direct measures of productivity such as numbers of publications (Barbezat, 2004; Binder et al, 2010; Ginther, 2003; Renzulli, Reynolds, Kelly, & Grant, 2013), grant dollars received (Binder et al, 2010; Renzulli et al, 2013), or student performance on standardized tests (Meier & Wilkins, 2002). A few have used worker reports on their own productivity (e.g., Langbein & Lewis, 1998).…”

Section: Salary Studies In the Literaturementioning

confidence: 99%

“…For example, several recent studies have used data from the decennial U.S. Census or annual American Community Surveys to examine wage gaps based on both gender and race in the public sector (e.g., Lewis, 2018; Lewis, Pathak, & Galloway, 2018). Several studies used nationally representative surveys of specific populations such as the U.S. National Study of Postsecondary Faculty (Barbezat, 2004; Renzulli et al, 2013), the U.K. National Health Service Survey of Nursing (Pudney & Shields, 2000), or the U.S. Survey of Doctorate Recipients (Ginther, 2004; Ginther & Hayes, 2003; Webber & González Canché, 2015). Other researchers have analyzed survey data gathered either by professional organizations (Kenyon, 1997; Langbein & Lewis, 1998) or surveys of program graduates (Kenyon, 2003).…”

Section: Salary Studies In the Literaturementioning

confidence: 99%

How to Do a Salary Equity Study: With an Illustrative Example From Higher Education

Taylor

Lahey

Beck

et al. 2019

Public Personnel Management

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Regular salary equity studies can be a best practice among employers committed to salary equity and fairly managed compensation. While a well-constructed salary study can identify inequities for amelioration, a poorly constructed study can create rather than solve problems. Organizations may be deterred from doing these studies because of their inherent analytical challenges. We provide a guide for human resource managers describing how to conduct their own salary studies, how to interpret the results, and how organizations can apply the results. We describe best practices across public sector organizations and illustrate them with an example from higher education. We also provide a link to an online appendix containing sample code that can be used to conduct such analyses using two popular software packages. The twin goals of the article are to increase the quality of salary analyses while reducing the barriers to conducting them.

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“…One of the key challenges in those analyses of faculty salary has been the measurement of productivity. Common measures of research productivity include: numbers of publications (Ginther, 2003;Barbezat, 2004;Umbach, 2007;Binder et al, 2010;Renzulli, Reynolds, Kelly, and Grant, 2013;Tuckman and Tuckman, 1976); numbers of citations (Hamermesh, Johnson and Weisbrod, 1982;Gibson, Anderson, and Tressler, 2017;Gibson and Burton-McKenzie, 2017;Hamermesh, 2018) or grant dollars received (Binder et al, 2010;Renzulli et al, 2013). Common measures of teaching productivity include: numbers of teaching awards (Carlin et al, 2013); numbers of instructional preparations (Binder et al, 2010); numbers of classes taught (Renzulli et al, 2013); or percent time in teaching (Umbach, 2007).…”

Section: Relevant Literaturementioning

confidence: 99%

Publication, Compensation, and the Public Affairs Discount: Does Gender Play a Role?

Taylor

Cortes²,

Hearn³

2019

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Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world's largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.

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Pathways to gender inequality in faculty pay: The Impact of institution, academic division, and rank

Cited by 23 publications

References 59 publications

Secret service: Revealing gender biases in the visibility and value of faculty service.

Secret service: Revealing gender biases in the visibility and value of faculty service.

How to Do a Salary Equity Study: With an Illustrative Example From Higher Education

Publication, Compensation, and the Public Affairs Discount: Does Gender Play a Role?

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