This document is a list of frequently asked questions and answers related to the university of Michigan Gender Salary Study. Examples include: why? how? and what are the results?

Consistent with widespread national attention to the issue of gender equity in faculty salaries, Edward M. Gramlich, former Interim Provost and Executive Vice President for Academic Affairs, commissioned a group of faculty and academic administrators to conduct an econometric analysis of salaries of tenured and tenure-track faculty.

At the request of chairs and deans, ADVANCE staff can assist in equity assessments of individual faculty members’ salaries, following the recommendations in the American Association of University Professors publication, Paychecks: A Guide to Conducting Salary-Equity Studies for Higher Education Faculty. This procedure uses a regression model that includes factors known to predict salary to a substantial degree.

This report is a summary of the findings of a statistical analysis of faculty salaries for tenured and tenure track faculty at the Ann Arbor camps of the University of Michigan.

We investigate the effect of gender on the salary of science, technology, engineering and mathematics (STEM) faculty at Iowa State University after controlling for factors such as department, rank, years in rank, productivity and the interactions among those factors...

This webpage is a table of contents with links to each component of the University of Michigan Medical School Gender Study.

UW-Madison has a long standing policy that faculty salaries must be based on merit. Nevertheless, the University recognizes that inadvertent salaries inequities may occur for a wide variety of reasons.

I refine several theoretical approaches into five hypotheses to test whether segregation, human capital, discrimination, and demographic inertia explain gender inequality among faculty at 'Big U.'

Includes information on average age of faculty, and salaries of newly hired faculty. Salaries for 12-month appointments are included, but have been converted to 9-month rates. Departments are matched across universities using the federal Classification of Instructional Programs (CIP).

This presentation reports the findings of a study that examined equity in faculty salaries. It shows that salaries for women and minorities are lower than those of their male counterparts. This presentation was given at the 2005 PI meeting in Panel 2 by the University of California Irvine’s ADVANCE program.

In September 2001, the University of Michigan released a Gender Salary Study, based on an econometric analysis of salaries for tenured and tenure-track faculty at the Ann Arbor campus... This addendum reports the results of a parallel analysis on a subset of the original data set, including only the science and engineering faculty.

Using data from the Human Resources Information System, counts of STEM tenured and tenure track faculty were developed for the periods of October 2004 through October 2010 to examine trends. Where more in-depth data was readily available, it was used to study areas including leadership, applicants, hires, attrition, promotion and tenure.