A study just issued by the University of California at Berkeley identifies the fact that the compensation of female faculty lags behind their male counterparts by -4.3 percent within their respective fields or the equivalent of one to four years of career experience (excluding controls for rank). However, if demography alone is considered without respect to years of experience or field, women have a negative salary difference of -15.8 percent. When experience is considered, this difference diminishes to -11.3 percent. When rank and field are factored into the equation, under the assumption that full professors are more likely to be white and male based on hiring practices that prevailed over the last two or three decades, then the gap narrows from -1.8 percent. Similarly, the salaries of minority faculty lag behind white faculty by 1-2 years of career experience or between -1.0 and -1.8 percent.
How does Berkeley account for these differences? Possible causes include external factors including market and retention as well as social factors such as time off the tenure clock for a newly born or adopted child. In Academic Motherhood, Kelly Ward and Lisa Wolf-Wendel share research indicating that it would take thirty-five years for the sex composition of faculty to equalize at senior ranks to attain equal status. This equity could only happen if there were no gender discrimination and faculty abilities were presumed to be roughly similar. Ward and Wolf-Wendel note that women tend to be older than men when they attain their doctorates and enter the faculty workforce later, partly due to dual career constraints.
As a result, the authors emphasize that colleges and universities could do more to make their climates hospitable, equitable and accepting for faculty members with families. In particular, they note the importance of ensuring that family friendly policies such as stopping the tenure clock for maternity leave are not only established, but implemented so that faculty members feel free to use them.
Another variable the UC Berkeley report considers is the fact that decisions about promotion are based upon evidence presented and judgment made about that evidence. Since no mechanical process exists to translate the evidence into outcomes, judgments of merit are vulnerable to positive and negative implicit associations that can be triggered by factors such as race, ethnicity, or gender. Recall the 2013 UCLA report that identified incidents of process-based discrimination in hiring, advancement and retention based on interviews with faculty as well as written statements. Several incidents involving perceived bias when faculty members believed that they were denied advancement usually through an unfavorable letter from the department chair or dean and/or a negative departmental vote.
The discrepancies in compensation for women and minority faculty reflect underlying structural constraints that Houston A. Baker and K. Merinda Simmons refer to in their new co-edited book, The Trouble with Post-blackness, as “the intensely complicated system of economic access” that defies simplistic notions of personal agency and meritocracy”(p. 15). In one of the book’s essays, John L. Jackson Jr. writes about the stories other minority scholars shared with him in the academy:
No amount of publishing productivity exempts you from the vulnerabilities and burdens that come with underrepresentation in the academy.” Jackson adds, “Being ‘twice as good’ as most of their white colleagues (by objective and agreed-upon criteria) still wasn’t enough to spare them from the stigma of race-based stigma” (p. 204).
And mentoring is also important for women and minority faculty in navigating the internal organization, obtaining help with research and publications, understanding promotion and tenure criteria, and advancing in rank. As Rachel Shteir writes in “Taking the Men Out of Mentoring” women can be exhausted from the struggle of trying to get ahead, with little energy for mentoring others. As she explains,
I see women stuck at the associate level, living paycheck to paycheck, renting without savings…. Gender equity in salaries and rank have not been achieved.
A considerable body of research identifies the role of mentoring in opening channels for women and minorities by enhancing social capital, preventing career derailment, nurturing self-confidence, reducing isolation, and improving job satisfaction.
All in all, the Berkeley study underscores the continuing need for viable strategies that will help retain and develop diverse and talented faculty members by creating a more expansive and inclusive value proposition that promotes career progress and enhances retention.
Always amazed at the incredible insight from Dr. Chun. This piece helps clarify the challenges women and people of color still face in academe — no matter how LOUD the administrators talk about inclusion; diversity etc. Equal pay for equal work has not been applied and while we have known this for decades it is still sad that the structural practice continues. Thanks Edna!!