Report on the University of California, Berkeley, Salary Equity Study

Source: Office of the Vice Provost for the Faculty, January 2015

This report focuses on the salaries of ladder faculty at Berkeley, with particular attention to equity by gender and ethnicity. A joint Senate-Administration steering committee has overseen both the preparation of this report and the design of the underlying study….Although the study cannot identify the causes for the salary differences it identifies, the steering committee believes that the study’s findings, together with the interpretative discussion in this report, provide a solid basis for making a number of recommendations. Some recommendations concern additional studies that the campus should conduct in the future, including annual updates of this study. Others stress the need for enhanced attention to issues of climate, work/life balance, and the fair distribution of opportunities and responsibilities. The steering committee also recommends programs of salary review and salary increases that, while open to all faculty members, would provide the campus with additional opportunities to meet its broadest equity ideals….
Follow the Money
Source: Colleen Flaherty, Inside Higher Ed, February 6, 2015

Lots of colleges and universities acknowledge troublesome — if relatively small — gaps in pay among men and women professors, and among white and minority professors. But it’s a hard thing to study and address, given the many variables and competing theories involved. So a new, comprehensive study of tenure-line faculty salaries at the University of California at Berkeley — along with an administrative pledge to close revealed gaps — is getting a lot of attention…. Berkeley ran the data using two models, due to long-standing debate about which is most appropriate: one controlling for experience, field and rank, and the second controlling for just experience and field. Both models show that women earn less than their comparable colleagues who are white men, university-wide: 1.8 percent less, controlling for rank, and 4.3 percent less, not controlling for rank. There’s a smaller gap for ethnic minorities, compared to white men. For Asians, it’s about 1.8 percent in both models. For underrepresented minorities, it’s 1-1.2 percent, depending on the model. Digging deeper into the data reveals some gaps that are larger for certain groups in certain disciplines. Without any controls, the gap for women is about 15.8 percent. For Asians, it’s 10.8 percent and for underrepresented minorities, it’s 12.1 percent…..