Gender and Racial/Ethnic Differences in Salary and Other Characteristics of Postsecondary Faculty: Fall 1998

Bradburn, Ellen M.; Sikora, Anna C.

doi:10.1037/e610562011-011

Cited by 17 publications

(26 citation statements)

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“…Using NSOPF 1993and 1998, Toutkoushian (1998a found that pay differences range from 6 to 8%. A follow-up study (Toutkoushian and Conley, 2005) using the same data employed in this study, found women on average earned between 4 and 6% less than men.…”

Section: Discussionmentioning

confidence: 99%

“…First, they built statistical models attaching group level variables to individuals. Variables such as institution type (Bradburn and Sikora, 2002;Fairweather, 1996;Nettles, Perna and Bradburn, 2000;Toutkoushian and Conley, 2005;Toutkousian, 1998a, b, c), whether the discipline is a high-paying field or not (Fairweather, 1996), gender composition of the discipline (Bellas, 1997), average number of courses taught in a discipline (Fairweather, 1996) have all been attached to individuals in ordinary least squares regression models. Models using this strategy have four problems.…”

Section: Methodsmentioning

confidence: 99%

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Gender equity in the academic labor market: an analysis of academic disciplines

Umbach

2006

Res High Educ

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Section: Discussionmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Gender equity in the academic labor market: an analysis of academic disciplines

Umbach

2006

Res High Educ

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“…There was a main effect on community/professional service for race. In this instance, race has an impact on whether (Blackbum et al, 1994;Turner, 2000;Bradburn, et al, 2002).…”

Section: (E): Time Spent Minus Time Preferred On Community/professiomentioning

confidence: 99%

“…Minority faculty members are unevenly distributed across institutional types (Blackbum et al, 1994;Turner, 2000;Bradburn, et al, 2002 …”

Section: Distribution By Racementioning

confidence: 99%

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A comparison of black and white professors' engagement in the service component of faculty work

Palmer

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Faculty diversity is critical for higher education excellence. Yet, faculty demographics are not proportionally representative of the race/ethnic and gender diversity seen in the general population. Two factors that may contribute to the limited diversity are distinctions in the time minority and "majority" faculty spend on professorial roles (particularly the service role) and the unequal weight awarded to different faculty roles in the promotion and tenure process.The purpose of this study was to investigate the community/professional service time allocation by black and white faculty members in higher education institutions. The following research questions were explored: The research questions were examined using data from the 1999 National Study of Postsecondary Faculty (NSOPF:99). The NSOPF:99 data represents "all public and private not-for-profit Title IV-participating, degree-granting, institutions in the 50 states and the District of Columbia" (U.S. Department of Education, 2002, p. iii). The study had six independent variables (Carnegie Classification of institution, academic rank, tenure status, academic discipline, gender, and race) and one dependent variable (service). An analysis of variance was used to examine the possible relationships between the independent variables and dependent variables.The results showed that, overall, black faculty members spend a greater percentage of time on service than their white counterparts. Additionally, black faculty members prefer to do more service than their white colleagues. Generally, white faculty members are performing a preferred amount of service while black faculty members are doing more service than preferred. The notable exception to the trends reported is among white health sciences faculty, who reported the highest percentages of time both spent on service and preferred on service of any disciplinary cohort in this study.

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2007

ASHE Higher Education Report

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The Theoretical Framework: Psychosocial Oppression and Diversity Overview of the Framework The Importance of Reaffirming Diversity in Higher Education Structural Change Through Affirmative Action: A Report Card Why Is a Cross‐Disciplinary Framework for Achieving Diversity Needed? Asymmetric Institutional Power and Oppression The Antidote for Oppression: Reciprocal Empowerment The Metaphorical Perspective: Silence and Disempowerment The Biopsychosocial Framework The New Paradigm in Overcoming Barriers to Faculty and Staff Diversity Affirmative Action and Diversity: Partners and Protagonists Historical Development of Affirmative Action in Perspective The Interrelationship of Affirmative Action and Diversity The Impact of Supreme Court Decisions and Roads to the Future Stages in Developing Diversity The Role of Culture and Climate Walking the Talk: Lip Service or Real Gains? On the Way to Diversity: Psychological and Behavioral Barriers Psychosocial Discrimination and Attributional Ambiguity Psychology of the Agents of Oppression Dimensions of Contemporary Workplace Discrimination Internalization: The Impact of Discrimination on Self‐Esteem The Physiological Impact of Perceived Discrimination: A Scientific Perspective On the Way to Diversity: Organizational Barriers Formal and Informal Organizational Barriers Workplace Power: Understanding the New Battleground The Power of the Accreditation Model Diversity and Decentralization Navigating the Straits: Overcoming Challenges to Faculty Diversity Faculty Hiring for Diversity: Defeating the Narrowing Sieve Whitewater Rafting: The Tenure Journey Reward Structures, Intentionality, and Diversity Best Practices in Diversity Planning and Assessment The Twenty‐First‐Century Diversity Strategic Plan A Conceptual Approach to Diversity Assessment The Diversity Scorecard Retention and Beyond Reaching Reciprocal Empowerment: Recommendations and Implications Appendix: Representative Diversity Strategic Plans and Diversity Web Sites for Public Research Universities References Name Index Subject Index About the Authors

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Gender and Racial/Ethnic Differences in Salary and Other Characteristics of Postsecondary Faculty: Fall 1998

Cited by 17 publications

References 0 publications

Gender equity in the academic labor market: an analysis of academic disciplines

Gender equity in the academic labor market: an analysis of academic disciplines

A comparison of black and white professors' engagement in the service component of faculty work

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Gender and Racial/Ethnic Differences in Salary and Other Characteristics of Postsecondary Faculty: Fall 1998

Cited by 17 publications

References 0 publications

Gender equity in the academic labor market: an analysis of academic disciplines

Gender equity in the academic labor market: an analysis of academic disciplines

A comparison of black and white professors&#39; engagement in the service component of faculty work

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A comparison of black and white professors' engagement in the service component of faculty work