Bowen, Barbara, (Moderator)

Dinella, Lisa

Foster, Johanna E.

Kopecky, Annie

McGovern, Jennifer

English

Eastern Illinois University

Salary Equity in Higher EducationBargaining for Gender Pay Equity Within and Across DisciplinesDr. Johanna FosterDr. Jen McGovernDr. Lisa M. DinellaNational Center's 50th Annual ConferenceHunter CollegeMarch 26-28, 2023, New York CityThe Gender Wage Gap Comes to CampusGender Wage Gap in the UShttps://www.aauw.org/resources/research/simple-truthhttps://www.aauw.org/app/uploads/2021/09/AAUW_SimpleTruth_2021_-fall_update.pdfGender Wage Gap in the AcademyAAUP, The Annual Report on the Economic Status of the Profession, 2021-22,  https://www.aaup.org/file/AAUP_ARES_2021%E2%80%932022.pdfPay Gaps by Discipline“Discipline is a control for market difference. Including a variable for discipline in the salary analyses ensure that pay differences related to discipline are not attributed to either race or gender bias”  -AAUP Paycheckshttps://vpf.berkeley.edu/faculty-salary/2020-salary-studyGender and Disciplinehttps://vpf.berkeley.edu/faculty-salary/2020-salary-studyGender and Disciplinehttps://www.higheredjobs.com/salary/salaryDisplay.cfm?SurveyID=56All Institution Average DataEnglish Computer and Information ScienceBusiness, Management, MarketingAssociate Professor$68,712 $95,694 $104,311New Assistant Professor$60,006 $90,575 $117,500Professor Salary by Discipline,  2019-2020 Higher Education SurveyCommon Management ExcusesBusting MythsMyth 1:  The market is an external, neutral forceMyth 2:  Disparities reflect market forces & personal choicesMyth 3:  Faculty across disciplines do not do the same jobMyth 4:  Some disciplines are in more demand than othersMyth 5:  Disparities are needed to recruit facultyMonmouth University as a Case StudyMonmouth University as Case StudySteps Taken:1. Salary Data Information Requests are a Right2. Conducted our own Salary Study3. Education of Members and Build our Story for Importancea) Member Meetingsb) Panel Discussionsc) Letters to the Editord) Open Letter to Board of Trustees (200+ members signed)4. Leveraged this to Write Proposalsa) 90% Men in Masculinized Department Salary Equity Adjustmentb) Backpay using this criterion Monmouth University as Case StudyWhat Did We Win?Salaries Compressed● Raised floor, which advantaged  feminized departments the most● LMC to conduct “independent” salary study● LMC to study Equity in Hiring, Promotion and Retention of FacultyCurrent RealitiesResources About Androcentric Pay ScaleBellas, M. L. (1993). Comparable worth in academia: The effects on faculty salaries of the sex composition and labor-market conditions of academic disciplines [Ph.D., University of Illinois at Urbana-Champaign]. https://www.proquest.com/docview/304039085/abstract/A90CD0438A184E3BPQ/1Beyard-Tyler, K., & Haring, M. J. (1984). Gender-related aspects of occupational prestige. Journal of Vocational Behavior, 24(2), 194–203. https://doi.org/10.1016/0001-8791(84)90006-XBoraas, S., & Rodgers, W. M. (2003). How does gender play a role in the earnings gap? An update. Monthly Labor Review: MLR, 126(3), 9–15.Cohen, P. N., & Huffman, M. L. (2003). Individuals, Jobs, and Labor Markets: The Devaluation of Women’s Work. American Sociological Review, 68(3), 443–463. https://doi.org/10.2307/1519732Jaschik, S. (2016, March 28). What You Teach Is What You Earn. Inside Higher Ed. https://www.insidehighered.com/news/2016/03/28/study-finds-continued-large-gaps-faculty-salaries-based-disciplineLevanon, A., England, P., & Allison, P. (2009). Occupational Feminization and Pay: Assessing Causal Dynamics Using 1950-2000 U.S. Census Data. Social Forces, 88(2), 865–891.Liben, L. S., Bigler, R. S., & Krogh, H. R. (2001). Pink and Blue Collar Jobs: Children’s Judgments of Job Status and Job Aspirations in Relation to Sex of Worker. Journal of Experimental Child Psychology, 79(4), 346–363. https://doi.org/10.1006/jecp.2000.2611Montemurro, A. L. (2009). The wage gap in higher education: How academic discipline and gender affect pay for full time tenured professors [Thesis, Georgetown University]. In Georgetown Public Policy Institute, Masters dissertations, 2009. https://repository.library.georgetown.edu/handle/10822/553830Parker, H. J., Chan, F., & Saper, B. (1989). Occupational Representativeness and Prestige Rating: Some Observations. Journal of Employment Counseling, 26(3), 117–131. https://doi.org/10.1002/j.2161-1920.1989.tb00942.xPetersen, T., & Morgan, L. A. (1995). Separate and Unequal: Occupation-Establishment Sex Segregation and the Gender Wage Gap. American Journal of Sociology, 101(2), 329–365.Touhey, J. C. (1974a). Effects of Additional Men on Prestige and Desirability of Occupations Typically Performed by Women. Journal of Applied Social Psychology, 4(4), 330–335.https://doi.org/10.1111/j.1559-1816.1974.tb02604.xTouhey, J. C. (1974b). Effects of additional women professionals on ratings of occupational prestige and desirability. Journal of Personality and Social Psychology, 29(1), 86–89.https://doi.org/10.1037/h0035742Treiman, D. J., & Hartmann, H. I. (1981). Women, work, and wages: Equal pay for jobs of equal value.Salary Equity in Higher EducationBargaining for Gender Pay Equity Within and Across DisciplinesDr. Johanna FosterDr. Jen McGovernDr. Lisa M. DinellaNational Center's 50th Annual ConferenceHunter CollegeMarch 26-28, 2023, New York City

Panel: Salary Equity in Higher Education

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Panel: Salary Equity in Higher Education

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