University of Toledo Gender Equity Salary Study 12/4/2018 University of Toledo Gender Equity Salary Study A Study Prepared for the Women’s Leadership Forum 12/4/2018 Office of the Provost

12/4/2018 Research Question Are faculty salaries at UT significantly different for women and men? 12/4/2018 Office of the Provost

Review of Prior Studies 12/4/2018 Review of Prior Studies University Studies The University of Pennsylvania The University of Virginia The University of California System The University of California-Irvine The University of Wisconsin-Madison The University of Illinois-Chicago The University of Illinois-Urbana Champaign The University of Michigan Bowling Green State University Other Sources Paychecks: A Guide to Conducting Salary Equity Studies for Higher Education Faculty, (AAUP) “Interpreting Nondiscrimination Requirements of Executive Order 11246 With Respect to Systemic Compensation Discrimination,” (OFCCP) Prior UT Studies 12/4/2018 Office of the Provost

Factors that may influence salary Gender Rank Time at rank Years of employment Scholarship College Degree Interaction between gender and college 12/4/2018 Office of the Provost

Procedures Collect the data Determine the appropriate statistical methods Analyze the data Interpret and present the results 12/4/2018 Office of the Provost

Methods Transform salaries to 9 month salaries 12/4/2018 Methods Transform salaries to 9 month salaries Analyze tenured and tenure track faculty together Analyze lecturers separately because factors that affect lecturers salaries are different from those of tenured and tenure track faculty Use ANOVA with Rank and Gender as independent variables 12/4/2018 Office of the Provost

Distribution of Tenure/Tenure Track Faculty Salaries 12/4/2018 Distribution of Tenure/Tenure Track Faculty Salaries Average Note: distribution based on Fall 2005 data. N=622 12/4/2018 Office of the Provost

Overall breakdown of women and men by rank 12/4/2018 Office of the Provost

Average Salary by Rank and Gender 12/4/2018 Office of the Provost

Questions that led to further analysis Is this difference solely due to gender or do the following contribute? Rank College Time at rank 12/4/2018 Office of the Provost

Potential Risk of Aggregated Effect In certain situations looking at aggregate data (here overall averages for males and females) gives a misleading pattern of bias that does not exist at the disaggregated level Are more men employed in higher salaried college than women? 12/4/2018 Office of the Provost

Correlation between Average Salary and Percentage of Male Faculty r = .81, p <.01 Interpretation: There is a strong positive correlation between the average college salary and the % of male faculty 12/4/2018 Office of the Provost

Removing the college effect Subtract the average college salary from each faculty salary Each centered salary represents how much above or below the average in the college Example: A faculty member paid $76,000 in a college with an average salary of $85,000 has a centered score of -$8,000 12/4/2018 Office of the Provost

Results Interpretation: There is no significant difference in salary by gender at assistant and associate professor levels. However, there is a significant difference in salary between males and females at the full professor level t = 2.67, p = .008 t = .334 t = -.618 12/4/2018 Office of the Provost

Does time at rank contribute to the significant difference in salaries for full professors? Females have been at full rank an average of 8.2 years while males 13.9 years. The difference is significant (t = 3.657, p<.001) Although time at rank interacts with rank, time at rank can be partialed out at each level independently After controlling for the effect of time at rank, the difference in female and male salaries at full professor level no longer significant (t = 1.15, p = .257) 12/4/2018 Office of the Provost

Analysis of Salary of Lecturers The number of female and male lecturers at UT is 49 and 39 respectively with average salaries of 31,274 and 32,679. This difference in salaries does not reach significance (t = 1.006, p=.317). 12/4/2018 Office of the Provost

Conclusions Using centered salaries (standardized) by each college, there is no significant difference in salary between males and females at the assistant and associate professor levels; however, there is a significant difference between female and male salaries at the full professor level After factoring out time at rank at the full-professor level, the salary difference between males and females is not significant. 12/4/2018 Office of the Provost

Recommendations Use these findings as a benchmark to track UT’s progress To determine if the trend is continuing, conduct the study on a regular basis. 12/4/2018 Office of the Provost