2018 Pay Equity Study Results: Business

Ladder Rank Salary Data

The salary data for all Ladder Rank Faculty in The Paul Merage School of Business are plotted below.
As a function of rank, step, and gender:

As a function of rank, step, and ethnicity:

Multiple Linear Regression Analysis

Multiple regression analysis of salary vs rank/step. As indicated in Table 1, the simplest model with only demographic variables shows that relative to white male faculty, women earn salaries that are 14% lower, Asian faculty earn 7% and URM faculty earn 17% less. Only 24% of salary variation is explained by this model. After all control factors are added, 71% of salary variation is explained by a model with demographic, experience, field, and rank variables. After adjusting for covariates, relative to white male faculty, salaries are 1% lower for faculty who are women, 1% higher for Asian, and 12% lower for URM faculty. In this model, demographic variables were not statistically significant.

Progression Analysis

The progression data for all Business Ladder Rank Faculty, are plotted below.  Normative progression is defined in the Progression Matrix.

Progress by gender:

Progress by ethnicity:

Progress Rate Analysis

Using a simple t-test, the results indicate that there is no statistically significant difference in progression rate means between white males and URM faculty. However, female faculty progress at a rate that is 1.5 years slower than white males, and URM faculty progress at a rate that is 1.25 years slower than white males. Normative progression is defined in the Progression Matrix.

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