Progress For Women In Academe, Yet Inequities Persist: Evidence from NSOPF:99

Toutkoushian, Robert K.; Conley, Valerie Martin

doi:10.1007/s11162-004-6287-6

Cited by 106 publications

(63 citation statements)

References 30 publications

(60 reference statements)

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“…Research has indicated that women receive lower salaries (Carr et al 2015, Toutkoushian & Conley 2005 and fewer resources such as research space (Chisholm et al 1999). Moreover, faculty women do more housework at home than their male counterparts (Scheibinger & Gilmartin 2010) and experience more difficulty in achieving work-life balance (O'Laughlin & Bischoff 2005).…”

Section: Introductionmentioning

confidence: 99%

Faculty Service Loads and Gender: Are Women Taking Care of the Academic Family?

2017

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents inIZA 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. This paper investigates the amount of academic service performed by female versus male faculty. We use 2012 data from an online annual performance reporting system for tenured and tenure-track faculty at two campuses of a large public, Midwestern university as well as 2014 data from a large national survey of faculty at more than 140 institutions. We find evidence in both data sources that women faculty perform significantly more service than men, controlling for rank, race/ethnicity, and field or department. Our analyses suggest that the male-female differential is driven primarily by internal service -i.e., service to the university, campus, or department -rather than external service -i.e., service to the local, national, and international communities. JEL Classification:I23

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Section: Introductionmentioning

confidence: 99%

Faculty Service Loads and Gender: Are Women Taking Care of the Academic Family?

2017

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“…Cloud State University, the University of Cincinnati, and the University of South Florida illustrate that pay discrimination proceedings are still being brought by female professors. These findings are not surprising considering reports showing that female faculty, on average, still earn substantially less than male faculty (Ehrenberg, 2003;Euben, 2001;Toutkoushian and Conley, 2005).…”

Section: Measuring Female Pay Inequitiesmentioning

confidence: 66%

Legal issues and statistical approaches to reverse pay discrimination in higher education

Eckes

Toutkoushian

2006

Res High Educ

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There have been numerous lawsuits within higher education brought by females over pay inequity and many articles have been written on the topic. Although not as prevalent, there have been some recent instances where male faculty have claimed-with some degree of success-that the process used by their institutions to make salary adjustments for females was unfair and led to reverse pay discrimination. In this paper, we examine some of the legal issues and statistical approaches surrounding claims of reverse sex discrimination in pay in the field of higher education. We begin by reviewing the way in which legal cases examine sex discrimination in pay in academe and the different approaches that institutions can take to remove pay disparities for women. We show that across-the-board salary adjustments for women are less likely than individualized salary adjustments to raise concerns about the salary determination process and possibly reverse discrimination, and lead to lower costs to the institution. These differences arise regardless of the salary model specification used by an institution when making salary adjustments. Finally, we use a model developed by the plaintiffs in a salary equity study at one institution to demonstrate the effects of using different adjustment methods on the total cost to the institution when making salary equity adjustments for both genders.

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“…Without this framework, it would be nearly impossible for institutional researchers to evaluate the compensation practice of an institution and determine if it is appropriate. This work is important to continue given the findings by Toutkoushian and Conley (2005) and others that significant unexplained wage gaps between male and female faculty still persist in academe.…”

Section: Resultsmentioning

confidence: 93%

“…These studies usually focus on trying to estimate whether faculty are paid differently based on nonwork-related characteristics such as gender and race/ethnicity (Ashraf, 1996;Barbezat, 1989Barbezat, , 1991Barbezat, , 2002Ferber, 1974;Hoffman, 1976;Katz, 1973;Ransom and Megdal, 1993;Toutkoushian and Conley, 2005). It is usually the case that the average salary for male faculty exceeds the average for female faculty, and such mean differences could raise concerns within the institution about possible pay discrimination.…”

Section: Equilibrium Wages and Employment In The Academicmentioning

confidence: 99%

Economic contributions to institutional research on faculty

Toutkoushian

2006

New Drctns for Instit Rsrch

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A significant part of the work that institutional researchers conduct is related to faculty. Institutional researchers often work directly with the information systems that contain data on their faculty, and thus understand how these data were generated and some of their limitations when reported to various audiences. The fact that many institutional researchers have strong quantitative and methodological skills allows them to understand the different implications of using data on faculty for decision making. For these reasons, institutional researchers increasingly act as mediators between the producers and the users of faculty data.To do this effectively, institutional researchers need to understand the theoretical frameworks behind the activities of faculty. Economics can play a significant role in this regard. Economists strive to model how decision makers behave in particular markets. The models rely on the premise that decision makers are trying to achieve specific goals, such as maximizing utility, while working with limited resources. This approach can be applied to faculty, who have to make decisions about how to allocate their time between competing activities, and institutions, which must employ fulltime faculty and other inputs to achieve educational goals. Economists then use these models to examine how the equilibrium would change when one or more factors in the model change. This process, known as comparative statics, is perhaps the most valuable use of economics because it provides a way to test hypotheses about the relationships between factors such as gender and faculty salaries. Economists firmly believe that the incentives faced

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Progress For Women In Academe, Yet Inequities Persist: Evidence from NSOPF:99

Cited by 106 publications

References 30 publications

Faculty Service Loads and Gender: Are Women Taking Care of the Academic Family?

Faculty Service Loads and Gender: Are Women Taking Care of the Academic Family?

Legal issues and statistical approaches to reverse pay discrimination in higher education

Economic contributions to institutional research on faculty

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