The salary data for all Ladder Rank Faculty in the 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 around 4.4% lower, Asian faculty 4.3% higher, and URM faculty 10.3% lower. The proportion of salary variation explained by this model was 9%. After all control factors are added, 76% 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 around 0.5% higher for faculty who are women, 9.2% higher for Asian, and 5.6% lower for URM faculty. In the final model, Asian faculty earning 9.2% more than white faculty is statistically significant. The final model predicted salaries within plus or minus 24.2%. (For technically-minded readers, the RMSE on the log base 10 scale is 0.046.)
Progression Analysis
The progression data for all Arts 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, Women and Asian faculty progressed at a rate that is not as fast as White men. See note to Table 2 for additional analysis. Normative progression is defined in the Progression Matrix.
