Ten Years After: Sex and Salaries at a Canadian University

Abstract

This paper examines salaries at the University of Manitoba to determine whether a 1994 remedy, paid in response to a 1993 salary study that demonstrated a gap between the salaries of males and females, has eliminated these differences. We use 1993 and 2003 data to approximate the earlier analysis, and apply a Blinder-Oaxaca decomposition to examine the evolution in the wage gap between time periods. Our results indicate that the gap remains largely unchanged in magnitude, but its determinants have shifted somewhat. Women's overrepresentation at lower-paying ranks and underrepresentation at the highest-paying ranks, as well as differences in highest degree and experience explain much of the wage gap.

Earnings Differences among Senior University Administrators: Evidence by Gender and Academic Field

“…The pattern of administrator earnings across academic fields is consistent with studies of faculty earnings (e.g. Brown et al, 2011;Ehrenberg et al, 2006;Toutkoushian, Bellas, & Moore, 2007;Warman et al, 2010) in which those in professional fields have been shown to earn more than colleagues in liberal fields. Such earnings differentials among faculty are typically justified based on the alternative employment prospects of those in particular professional fields (for example doctors, engineers, lawyers, etc.…”

“…Within universities, numerous studies have shown that faculty specializing in professional fields such as business, engineering, law, and medicine earn more than faculty specializing in education, humanities, social sciences, or sciences (e.g. Brown, Troutt, & Prentice, 2011;Doucet, Durand, & Smith, 2008;Ehrenberg et al, 2006;Warman et al, 2010) while Binder et al (2010) show that these differences contribute to an earnings differential between male and female faculty members as higher paying fields have a higher proportion of male faculty members. However, an examination of academic field is not commonly considered in studies of administrator compensation.…”

“…Monks and McGoldrick (2004) and Essaji and Horton (2010), examined administrators below the rank of president and found that females earned between four and thirteen percent less than their male counterparts; however, neither study examined any personal characteristics of the administrators such as academic field and academic rank which have been shown to affect the compensation of university presidents / vice-chancellors (e.g. Baimbridge & Simpson, 1996;Monks, 2007), which undoubtedly biases their estimates of the gender earnings gap given differences in the distribution of males and females across academic fields (Binder, Krause, Chermak, Thacher, & Gilroy, 2010;Brown, Troutt, & Prentice, 2011;Warman, Woolley, & Worswick, 2010) and academic ranks (Ginther & Hayes, 2003;Mcdowell & Smith, 1992;Ornstein, Steward, & Drakich, 2007;Wijesingha & Ramos, 2017). Therefore, there is a significant opportunity to explore the male-female earnings differential among university administrators throughout the executive hierarchy.…”

Gender and Academic Promotion to Full Professor in Ontario

“…A study of the changes in the University of Manitoba over a 10-year period found that although the gender disparity had decreased slightly, a significant income gap remained (Brown, Troutt, & Prentice, 2011). They identified an overrepresentation of women at the lower ranks as a contributor to the wage gap.…”

More Than a Pipeline Problem: Evaluating the Gender Pay Gap in Canadian Academia from 1996 to 2016

“…Warman, Woolley, and Worswick (2010) found persistent but declining earnings differentials between men and women who were full-time instructional staff in all Canadian universities between 1970 and 2001. Two detailed analyses of salary differentials at the University of Manitoba from 1993 to 2013 likewise found substantial gaps in a similar study group, which were mostly explained by differences in academic rank (Brown, Troutt, & Prentice, 2011;Brown & Troutt, 2017). These papers made use of more advanced ordinary least squares estimation and Blinder-Oaxaca decomposition, using age, gender, academic rank, and education as control variables.…”