This chapter examines glass ceiling effects through the metric of salary equity.

Multilevel modeling offers researchers a rich array of tools that can be used for a variety of purposes, such as analyzing specific institutional issues, looking for macro-level trends, and helping to shape and inform educational policy. One of the more complex multilevel modeling tools available to institutional researchers is cross-classified…

The need for educational programs to show their return on investment is exemplified in the intense debate surrounding gainful employment programs--defined as programs that lead to gainful employment in a recognized occupation and theoretically differ from programs that offer education in the liberal arts or prepare students for further education.…

The rate of doctoral degree completion, compared to all other degrees, is the lowest in the academy, with only 57 percent of doctoral students completing their degree within a ten-year period. In the science, engineering, and mathematics (SEM) fields, 62 percent of the male students complete their doctoral degree in ten years, which is better than…

This article reviews multiple regression analysis, describes how its results should be interpreted, and instructs institutional researchers on how to conduct such analyses using an example focused on faculty pay equity between men and women. The use of multiple regression analysis will be presented as a method with which to compare salaries of…

Reviews several different methods that analysts can use to measure gender- and race-based pay differences for academic employees, and how they are interrelated. Discusses the advantages and disadvantages of each method, and shows how they can give rise to different estimates of pay disparity. (EV)

Among the varied analytical challenges institutional researchers face, examining faculty pay may be one of the most vexing. Although the literature on faculty compensation analysis dates back to the 1970s (Loeb and Ferber, 1971; Gordon, Morton, and Braden, 1974; Scott, 1977; Braskamp and Johnson, 1978; McLaughlin, Smart, and Montgomery, 1978),…

Provides information on how hierarchical linear modeling can be used as an alternative to multiple regression analysis for conducting salary-equity studies. Salary data are used to compare and contrast the two approaches. (EV)

Traces the evolution of salary-equity studies over time, and how the findings have changed with regard to pay differences by gender and race/ethnicity. Reviews the literature on salary equity for both faculty and nonfaculty academic employees. (EV)

Provides a review of the alternative methods available to analysts for making salary adjustments in an effort to eliminate pay disparities. Presents a new approach that can be used to correct salary inequities. (EV)

Discusses how the selection of variables used in the salary model, and the functional form of the salary model, can influence the findings from an institutional salary-equity study. Also demonstrates how an institution's salary model can be used to identify pay disparities for individual faculty members. (EV)

Discusses the challenges involved in conducting a salary-equity study for nonfaculty academic employees and shows how such an analysis was conducted at one institution. Describes how the institution reacted to the study. (EV)

Asserting that researchers use different ways to measure the effects of seniority and experience on faculty earnings, reviews some of the theoretical reasons why the return on seniority may be different in academia than in other labor markets. Argues that the negative return on seniority and the extent of salary compression have been overstated by…

A case study approach illustrates the various statistical and political issues that analysts encounter when conducting a salary-equity study for a single institution. Highlights the importance of integrating various stakeholders in the process of assessing salary equity. (EV)

Campuses should act on salary equity issues before litigation arises. Campuses must resolve database problems, unfocused studies, problems in data interpretations, and constraints on implementing findings if they are to take timely actions. Internally motivated monitoring and court-ordered monitoring are discussed. (Author/MLW)