A Three-Pronged Approach to Evaluating Salary Equity among Faculty, Administrators, and Staff at a Metropolitan Research University.

A study was conducted to evaluate inequalities in salary for all regular faculty, administrative, and staff employees with respect to gender and ethnicity at a major metropolitan research university. In all, there were 648 minorities in the study and 1,443 women. Three approaches were used to test for inequalities: (1) a multiple regression analysis; (2) a General Linear Model approach; and (3) a 10% deviation flag. The study reviewed the methods used, why they were used, and the process used to synthesize the results. The paper also highlights the difficulties in developing appropriate criteria for assessing salary equity and treating issues of "practical" significance as compared with "statistical" significance. The goal of the study was to determine if there were any causes of concern relating to salary equity in regard to gender and ethnicity. A second reason was to begin establishing a procedure for the ongoing analysis of salary equity. Findings show no cause for concern for 9-month faculty, but do show inequalities for administrative and staff categories. No in-depth statistical analysis of causes for these differences was possible. (SLD)