Statistical Analysis of NC State Faculty Salary Equity
Explore the history and statistical models of NC State's faculty salary equity studies from the early 1980s to 2016. Examine the changes in flagged percentages, disparities among different groups, and the shift in focus towards systemic patterns. Understand the purpose of these studies in informing the campus community and promoting diversity in faculty recruitment and retention.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
You are allowed to download the files provided on this website for personal or commercial use, subject to the condition that they are used lawfully. All files are the property of their respective owners.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.
E N D
Presentation Transcript
History and Statistical Models of NC States Faculty Salary Equity Study Marcia Gumpertz NC State Faculty Senate Meeting December 7, 2021
Salary Equity Study History Early 1980 s: Advisory Council for Women s Affairs and NC State requested the first faculty salary equity study 1982-1999: annual study. Association for Women Faculty and University Planning and Analysis (UPA) 2001: external consultant Haignere, Inc. 2003-2017: triennial study. UPA and OIED
1982-1999 Annual Study Percentage Flagged for Salary Below Expected White males used to predict salaries for other faculty. Faculty whose salaries were substantially lower than predicted were flagged. By definition, 15% of white males were flagged. Women: percentage flagged declined from 25% to 10% from 1987 to 1998 Other males: percentage flagged rose from 17% to 23% 25 20 15 10 5 0 1988 1990 1992 1994 1996 1998 2000 Women Other Males White Males
2001 Study External consultant Change in focus from individual salaries to assessing systemic patterns Women paid on average ~$1200 less than men Other males paid on average ~$2400 less than white males $700,000 allocated to address disparities
2001-2016 Study Purpose Inform the campus community. Determine if there are group differences in base salary by gender or racial identity after accounting for some relevant professional factors (see variables). Group differences may be used as a starting point to discuss quantitative differences that exist. Recruiting and retaining a diverse faculty is a core part of NC State s mission to prepare students to function in a global workforce.
2001 2012 Studies completed in 2003, 2006, 2012 Women (compared to white males, averaged over all colleges) 2001: Mean gap -$1,200 2012: Mean gap +$1,100 Non-white/international males (compared to white males, averaged over all colleges) 2001: Mean gap -$2,400 2012: Mean gap -$200 Results varied greatly among colleges Reports available at https://diversity.ncsu.edu/reports-and-surveys/
2016 Methodology vs. 2012 Methodology Fitted the model with all faculty rather than just white males to predict salaries. This allowed for a greater number of observations and individual models for every college. Used the log of salary as the dependent variable rather than the salary (unadjusted). Results in 2016 were reported as percent difference from median reference salaries. Race/ethnicity: 2012 used two categories: White, Other/Unknown 2016 used three categories: Black/Latino/Indigenous, Asian, and White/Other/Unknown There are several other differences between the models used in 2012 and 2016.
2016 and 2017 Study Populations Data Personnel Data File (PDF) as of 11/1/2016 and updated 10/31/2017 All Tenure Track and Tenured Faculty Members Exclusions: Deans, assistant and associate deans, department heads, administrators whose home unit is not an academic department N=1369, 1362
2016 Demographic Summary The results are based on salaries of 1369 full-time T/TT faculty 410 Female faculty 959 Male faculty 128 URM faculty 181 Asian faculty 1057 White faculty
2016-17 Methodology Separate regression model for each college Log (base salary) regressed on race/ethnicity and gender market salary length of service, rank special designations such as distinguished faculty. Separate variance for each rank.
Summary of 2017 Findings Median salaries for female faculty were estimated to be between 95% and 105% of their reference groups at most ranks in most colleges. Median salaries for Black, Latino, Indigenous and Asian faculty were more variable. For URM and Asian faculty the reference group was faculty in all other race/ethnic categories; i.e., white and unknown race/ethnicity. The reference group for women was male faculty. Instances where median salary was less than 95% or more than 105% of reference group (out of 30 cases - 10 Colleges x 3 Ranks) Women: 2 less than, 3 greater than men URM: 6 less than, 7 greater than White/unknown. Asian: 4 less than, 8 greater than White/unknown. Odds of holding named/distinguished professorship: lower for women, URM and Asian faculty Odds of being CFEP and University Faculty Scholar: higher for women and URM faculty
Additional Information 2016 Salary Equity Study Committee members Variables in the 2016 and 2017 model
Committee and Diversity Lori Preiss, Director - EHRA Administration, Human Resources Julieta Sherk, Council on the Status of Women, Associate Professor, Horticultural Science Katharine Stewart, Vice Provost for Faculty Affairs Courtney Thornton, Associate Vice Provost for Academic Personnel and Policy Andrea DeSantis, Graduate Assistant, Office of Institutional Research & Planning Marcia Gumpertz, Committee Chair, Professor of Statistics Carolyn Bird, Chair of the Faculty, Associate Professor, Agricultural and Human Sciences Karen Bullock, University Diversity Advisory Council, Professor and Head, Social Work Nancy Floyd, Director of Institutional Analytics, Office of Institutional Research & Planning Mary Lelik, Sr. Vice Provost for Institutional Research and Planning Linda McCabe Smith, Former Vice Provost for Office of Institutional Equity
Variables in Model Female (male is reference group) Race/Ethnicity URM: Black, Hispanic, Native Hawaiian, or American Indian Asian White, Unknown (reference group) Highest Degree Earned Vet Med: DVM, PhD, PhD, DVM (comparison) Design & CHASS: Terminal vs. non-Terminal Rank: Professor (reference group) Associate Assistant Distinguished/Named Faculty (any rank also includes named) indicator Market Salary: log(market salary) Previous Experience: Years between earning highest degree and placement on tenure track at NC State Time at NCSU Before Rank: Time (years) between date of appointment to current rank and placement on Tenure Track at NC State Time at Current Rank: Time (years) between November 1, 2016 (HR census date) and date of appointment to current rank Appointment Period (CALS, CNR, COS) 9 month 12 month (reference group) Distinguished Faculty indicator Chancellor s Faculty Excellence Program (CFEP) indicator University Faculty Scholar (UFS) indicator Dependent The logarithm of the 9-month salary as of October 31, 2016. Salaries for 12-month faculty were converted to 9-month equivalents before analysis.
