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Explore the comprehensive findings of the Gender Equity Salary Study at the University of Buffalo, detailing the historical faculty salary equity analysis and the unique collaborative approach adopted in 2018. The study aims to evaluate potential gender salary inequities, with statistical methods and stakeholder feedback integrated.
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Overview and Summary Findings of the Gender Equity Salary Study May 2nd, 2018
Historical Faculty Salary Equity Analysis at UB The University of Buffalo has continually monitored their internal salary structure for evidence of inequitable treatment, particularly among gender groups of faculty members. 2009 & 2011 – it was persistent in both studies that average received salaries were comparable between male and female faculty members after taking into account work-related factors. 2017 – the university again undertook an internal salary equity study to address possible presence of inequities associated with gender. A unique shared-governance approach was adopted in which both faculty and professional staff undertook the study together. Prior studies were undertaken only by professional staff without faculty input. GESS 2018
Committee Charge The Gender Equity Salary Study (GESS) Committee was jointly appointed by the University Provost and the Chair of the Faculty Senate to assess whether there is statistically significant inequity in ladder faculty salaries by gender at the University at Buffalo. Gender equity in salaries is a reasonable expectation of everyone at the University at Buffalo. Factors that should be considered in order to assess salary equity should be factors that may be expected to impact salary differences. GESS 2018
GESS Committee Co-Chairs Craig Abbey – Associate Vice President and Director of Institutional Analysis Glenna Bett – Chair of the Faculty Senate Committee on Equity and Inclusion, Associate Professor, Obstetrics and Gynecology, Jacobs School of Medicine and Biomedical Sciences Peter Elkin – Chair of the Faculty Senate Committee on Budget Priorities, Professor and Chair, Biomedical Informatics, Professor of Internal Medicine, Jacobs School of Medicine and Biomedical Sciences Sharon Nolan-Weiss – Director, Office of Equity, Diversity and Inclusion, Title IX and ADA Coordinator GESS 2018
GESS Committee Members Sharmista Bagchi-Sen – Professor, Geography Rajan Batta, – Associate Dean for Faculty Affairs, Human Resources & Diversity, School of Engineering and Applied Sciences Lucinda Finley – Professor, Law Brenda Moore – Associate Professor, Sociology Neel Rao – Assistant Professor, Economics Gregory Wilding – Professor, Chair, Biostatistics GESS 2018
Specific Aims The focus of the internal equity study was twofold: Determine if there is a statistically significant difference in the pay of tenured and tenure-track faculty (ladder) by gender when controlling for academic rank, time in rank, rank at hire and department affiliation. Determine if there is a statistically significant difference in the pay of tenured and tenure-track faculty (ladder) by gender when controlling for academic rank, time in rank, rank at hire and market factor discipline when comparing the salaries to a national database of academic salaries by discipline. GESS 2018
Statistical Methods A Hierarchical Linear Model and Regression analysis were the statistical procedures used in this study and are most often used by researchers in the field to measure unexplained wage differences for gender. Regression analysis provides information about the average percent difference in salaries between male and female faculty members and whether this change is significantly different from a zero percent (0%) difference. A 5% significance level was used for this study. This is considered a standard significance level for this type of study. GESS 2018
Statistical Models Model 1 – Departmental Salary Comparison This model tests for gender differences in ladder faculty pay conditional on Current academic rank Initial rank Time in rank Department affiliation Model 2 – Discipline Salary Comparison This model tests for gender differences in ladder faculty pay conditional on Current academic rank Initial rank Time in rank Discipline-specific salary market factor GESS 2018
Stakeholder Input It was important to the Committee to provide the UB Community with an opportunity to review the proposed methodology, ask questions, and provide suggestions and feedback. The method was presented to the Faculty Senate Executive committee then the full Faculty Senate where feedback was obtained. Faculty were invited to attend either of two Town Hall meetings where the GESS study was discussed. October 19th, 2017 was held on South Campus October 23rd, 2017 was held on North Campus Faculty were also invited to provide feedback by email. A Frequently Asked Questions (FAQ) has been created to address commonly asked questions pertaining to UB’s Gender Equity Salary Study. GESS 2018
Dataset – Study Group Inclusion Criteria All ladder faculty including full professors, associate professors and assistant professors Primary unqualified appointments with FTE of 1.0 State faculty title and annualized base state salary only Exclusion Criteria Faculty with qualified title (e.g. clinical, research, visiting) All Geographic Full-Time (GFT) faculty All Educational Opportunity Center (EOC) faculty All librarians Tenured faculty serving in an administrative capacity GESS 2018
Data Collection University at Buffalo - Human Resources Data Collection All human resources data was collected from Payroll 17 of the 2016-2017 academic year. Market Factor Data Collection The 2016-2017 Oklahoma State University Salary Study by Discipline, a national sample of average faculty salaries by discipline, was used to assign corresponding market factors based on discipline and rank. GESS 2018
Faculty Demographics GESS 2018
Unadjusted Gender Pay Gap Comparison Gender Pay Gapis the difference in the average man's and average woman's remuneration without accounting for other differences. Source: All Public Doctoral from Academe March/April 2015, UB from human resource data.
Faculty Salaries Before Regression Analysis25th Percentile, Median, 75th Percentile GESS 2018
Outlier Analysis In order to assess the impact of faculty salaries considered outliers at each end of the salary range, a residual analysis was done. In each model, a total of 17 faculty members were identified as outliers with 7 faculty members considered outliers within both regression models. Each model was re-run excluding the outliers and the results did not change. There was no statistically significant effect for gender. GESS 2018
Discussion After controlling for the effects of current academic rank, time in current rank, rank at hire, departmental affiliations, or discipline market factors, the unexplained wage gap between male and female faculty members varied between 0.1% and 1.3% and was not statistically significantly different (p=0.933 departmental model and p=0.322 salary market factor model). Likewise, there was no evidence of a systemic pay bias against facultyin underrepresented race/ethnicity categories relative to non-underrepresented faculty. Work-related factors such as rank, experience, and discipline have an effect on pay and were statistically significant. GESS 2018
Limitations Study did not analyze salaries of non-tenure track, EOC, GFT and librarian faculty Study does not address differences in promotion and tenure rates between men and women Study did not consider research productivity and professional achievement other than academic rank Study considered only state base salary, therefore excluding compensation from Also Receives, the Research Foundation, UB Foundation or other sources. The study did not address any differences in rank at hire between men and women Individual cases of gender bias may not show up in population-based statistics GESS 2018
How UB Addresses Individual Cases UB’s Office of Equity, Diversity and Inclusion will address individual reports of salary inequity under UB’s Discrimination and Harassment Policy. Contact info: (716) 645-2266 (phone), diversity@buffalo.edu (email) In addition to gender and race/national origin, EDI will investigate salary disparities on any basis covered by law (ex. age, disability, sexual orientation) Process Confidential meeting with EDI representative Data review analyzing the salaries of similarly-situated colleagues Follow-up meeting with reporting party to review the data If the reporting party decides to move forward, EDI will meet with the chair/dean for an explanation of any salary differentials Resolution or an explanation of why a resolution is not supported by the evidence.
