UC-Berkeley Press Release, Campus Poised to Act on Salary Gaps for Women, Minority Faculty:
The gaps aren’t large, nor are the causes clear. But the campus is already planning to act on new findings that average salaries for women and minority-group faculty at UC Berkeley lag behind those for white men in similar fields, and with comparable professional experience.
A just-released study shows that average salaries for underrepresented minority faculty members trail those of their white male counterparts by 1 to 1.8 percent. Gaps between women and white males were slightly larger, with a range between 1.8 and 4.3 percent.
The report calls for further research to investigate reasons for the differences — which it notes could result from a mix of factors — and lays out measures to make salaries more equitable for all Berkeley ladder faculty.
A key recommendation is to create a new “targeted decoupling initiative” to provide salary increases for faculty beyond what ordinary advancement in rank and step allows. The findings of the study would provide important data to help build the new salary program.
Report of the UC Berkeley Faculty Salary Equity Study (Jan. 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.
The study draws on a rich campus dataset that allows investigation of information concerning salary, gender, and ethnicity, while controlling for other important factors, including career experience, field, and rank. The main analysis focuses on two key submodels: one that includes controls for experience, field, and rank, and a second that includes controls for experience and field but excludes rank. (Both of these submodels are presented because there is some debate about which is preferable.)
At the campus level, these two submodels suggest that women and members of ethnic minority groups earn somewhat lower salaries on average than male non-minority faculty members. For women relative to white men, the two submodels yield differences of -1.8% (including controls for rank) and -4.3% (excluding controls for rank); for minority groups relative to white men, the two submodels show differences that range from -1.0% to -1.8%.
It may be helpful to express these differences in relation to the rate of annual growth in earnings experienced by a typical faculty member. Interpreted in this way, the average salary difference between white men and female faculty members is equivalent to about 1 to 4 years of career experience, and the difference between white men and minority faculty members is equivalent to about 1 to 2 years of career experience. ...
Berkeley salaries are associated with how often a scholar’s work is cited, and that women’s work may be less often cited than men’s.
Daily Caller, Audit Reveals Famed Bastion Of Liberalism Has Pay Gap:
Economist Diana Furchtgott-Roth of the Manhattan Institute for Policy Research suggested that Berkeley may be overreacting. Even if the school accounted for field and years of experience, she said, many other factors can come into play and affect salaries.
“It’s very difficult to account for all factors,” Furchtgott-Roth told The Daily Caller News Foundation. “Did they account for number of publications? What about citations?”
As it turns out, Berkeley did consider counting academic citations but rejected it (arguing that, among other things, men are more likely to cite other men). But that’s just the tip of the iceberg, Furchtgott-Roth said, and in any case, not every factor necessarily has data on it. Given those limitations, she said, the university is likely overreacting.
“A pay gap of 2 to 5 percent is relatively small, and they shouldn’t worry about it,” she said. If Berkeley wants to fix inequality, she suggested, there are better ways it could do so.