1. 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

2. 12/4/2018
Research Question
Are faculty salaries at UT significantly different for women and men?
12/4/2018
Office of the Provost

3. 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 With Respect to Systemic Compensation Discrimination,” (OFCCP)
Prior UT Studies
12/4/2018
Office of the Provost

4. 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

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

6. Methods Transform salaries to 9 month salaries
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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

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

8. Overall breakdown of women and men by rank
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Office of the Provost

9. Average Salary by Rank and Gender
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Office of the Provost

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

18. 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