Critical modeling principles when testing for gender equity in faculty salary

Balzer, William K.; Boudreau, Nancy; Hutchinson, Peter M.; Ryan, Ann Marie; Thorsteinson, Todd J.; Sullivan, James A.; Yonker, Robert J.; Snavely, D. L.

doi:10.1007/bf01792950

Cited by 14 publications

(9 citation statements)

References 45 publications

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“…This approach of testing for gender bias in rank attainment has been supported by researchers who typically favor including rank in the salary model. For example, whereas Boudreau and others (1997) and Balzer and others (1996) argue for including rank in studies of faculty salaries, they stress that concerns about discrimination in rank should also be addressed.…”

Section: What We Know From Other Studiesmentioning

confidence: 99%

“…• Balzer and others (1996) • McNabb and Wass (1997) • Boudreau and others (1997) • National samples of faculty Barbezat (1987) • Barbezat (1989) • Weiler (1990) • Barbezat (1991) • Ransom and Megdal (1993) • Ashraf (1996) • Barbezat and Donihue (1998) • Note: • ‫ס‬ method used in the salary study Because women (or men) can be unfairly held in the associate professor rank and the promotion from associate to full professor leads to a substantial jump in pay, the promotion of faculty from the rank of associate to full professor can be a difficult-to-detect source of discrimination in salary determination. If a dummy one-zero variable is included in a salary regression for the full or associate professor rank, then the gender variable will not capture this discrimination because nonpromoted women will be at the higher end of the (lower) salary distribution for associate professors.…”

Section: Use Of Gender and Rank In Faculty Salary Modelsmentioning

confidence: 99%

“…As evidenced by Weiler (1990), Ransom and Megdal (1993), Balzer and others (1996), Boudreau and others (1997), and Strathman (2000), the debate persists over the inclusion of rank and the bias associated with using rank in salary-equity studies. Discrimination in the granting of tenure along with the promotion from assistant to associate professor has been studied, but the salary effects arising from discrimination in the associate-to-fullprofessor decision receives scant attention in the literature and empirical studies.…”

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confidence: 99%

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Measuring Gender Bias in the Salaries of Tenured Faculty Members

Becker

Toutkoushian

2003

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Since the passage of the Equal Pay Act of 1963 and subsequent extension to the academic labor market in the 1970s, numerous studies have attempted to measure the level of pay disparity between male and female faculty members. A key feature of these studies is the need to identify nongender (or nonsex)-related covariates that affect faculty compensation and, when used as explanatory variables, remove the effects of these factors in measuring male and female pay disparity. Along with a one-zero variable for a person's gender (or sex), most analysts agree that factors such as faculty member's academic experience, educational attainment, and field or discipline should be included among the regressors used to explain individual salaries. The use of other factors has generated considerable controversy in courtrooms and journal articles. A list of twenty-four faculty salary studies and the extent to which they controlled for various factors is provided in Table 1.1. Of all the factors typically considered for inclusion in a model of faculty salary determination, the most controversial is academic rank. Because salary increases usually accompany promotions, the argument for including rank in an explanation of salaries is clear; the rank of each faculty member appears as a significant predictor of salaries. Even among tenured faculty members, however, if women are not promoted from the associate to full professor rank at a rate commensurate with their qualifications, then the resulting gender coefficient in a salary regression, which also includes the rank of each faculty member as an independent variable, would understate the total level of gender-based salary disparity. Women who are not promoted to the full professor rank because of their gender but who are still employed at the

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Section: What We Know From Other Studiesmentioning

confidence: 99%

Section: Use Of Gender and Rank In Faculty Salary Modelsmentioning

confidence: 99%

mentioning

confidence: 99%

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Measuring Gender Bias in the Salaries of Tenured Faculty Members

Becker

Toutkoushian

2003

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“…Other literature has been quite specific as to which variables should be used and which should not be considered when conducting a regression analysis on faculty salary. For a fuller discussion of this subject, consult McLaughlin and Howard (2003), Toutkoushian (2002Toutkoushian ( , 2003, Boudreau and others (1997), Balzer and others (1996), Webster (1995), Snyder, Hyer, and McLaughlin (1994), Bohannon (1988), andMcLaughlin, Smart, andMontgomery (1978).…”

Section: The Basic Modelmentioning

confidence: 98%

Regression analysis: Legal applications in institutional research

Frizell¹,

Shippen²,

Luna

2008

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Courts have decided dozens of discrimination cases within higher education over the past twenty years. During this time, increasing attention has been given to inferential statistical investigations, such as regression analyses, to determine liability in these lawsuits, particularly with respect to an institution' s pay, hiring, and promotion decisions of its faculty. In this case, regression analysis is used to evaluate the relationship between a set of independent (explanatory) variables with a single, dependent variable. Discrete (dichotomous) decisions within academia, such as hiring and granting tenure, can be analyzed using logistic regression methods; faculty salary, a continuous variable, can be investigated using multiple regression analysis.This chapter reviews multiple regression analysis, describes how its results should be interpreted, and instructs institutional researchers on how to conduct such analyses using an example focused on faculty pay equity between men and women. The use of multiple regression analysis will be presented as a method with which to compare salaries of male and female faculty in institutional studies or to establish or contest a prima facie case of discrimination in faculty salary equity cases and as a procedure for determining compensation and computing relief during settlement proceedings of faculty pay disparity cases. A brief review of significant case law and court decisions that have defined the role and scope of regression analysis in gender pay disparity cases is also provided. From this review, it will be clear that while statistical analyses are being used by the courts, the various interpretations of these 85 6 NEW DIRECTIONS FOR INSTITUTIONAL RESEARCH, no. 138, Summer 2008

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“…Typically the effect of market forces is accounted for by inclusion of a market ratio (comparable market salary to institutional salary), dummy variables for separate academic disciplines, or geographical location for multi-institution studies (Balzer and others, 1996;Haignere, 2002;Barbezat and Hughes, 2005). A recent study suggested that a single continuous metric, such as a ratio indicator, may yield a better-fitting parsimonious model without sacrificing explanatory power (Luna, 2007).…”

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confidence: 99%