MFSC Subcommittee Report, April 2018
Maxwell Salary Equity Committee Subcommittee Summary:
Response to Maxwell’s Data Analysis on Salary Equity
There is general concern among Maxwell faculty over the
question of why the salary inequities identified by the Maxwell Data Analysis
differ so widely from those identified by the Syracuse University Faculty
Salary Report, which the Provost directed the Deans of the Schools to
implement. To address this concern, it has been incumbent on the Maxwell Salary
Equity Committee to look at Maxwell’s Data Analysis head-on.
The subcommittee carefully considered the Maxwell Data
Analysis and compiled a list of further questions in
the spirit of accuracy, thoroughness, and validity. Associate Dean London provided a timely and
thorough response to our initial factual questions (see attachment)
The underlying question motivating our inquiry is whether
the Maxwell Data Analysis accurately reflects the following:
- the full extent of salary inequity at Full
Professor level and
- the presence/full extent of salary inequity at
Associate Professor level
In considering the Maxwell Data Analysis, the subcommittee noted
it is based on different data and uses different assumptions than the University
Salary Report. Specifically, it uses AY 2017-2018 salary data of Maxwell
tenure-track and tenured faculty, excludes the current dean, university
professors, and non-tenure track faculty, and includes current associate deans
(with 8.5 month salaries), former associate deans, and professors of practice.
There are several ways in which this analysis could be refined, which we list
below in the recommendation section.
The results of the Maxwell Data Analysis as currently specified:
- indicate the overall gender disparity is
explained in large part by rank and department,
- confirm the largest gender pay discrepancies are
at the full level, and
- suggest there is variation across departments.
The members of this subcommittee recognize the limitations of
this analysis which call into question its validity in demonstrating the full
extent of gender salary inequity in the Maxwell School.
The subcommittee thinks the Maxwell Data Analysis in conjunction
with the University Salary Report show there are gender pay discrepancies
within departments. Due to confidentiality, neither report provides
details about the magnitude of gender pay discrepancies by department.
But the dean’s office has this data and could use it to identify the magnitude
of the gender pay discrepancies within departments.
The subcommittee expressed deep concern about the small number
of female full professors in Maxwell, the miniscule number or absence of women
in some departments at some ranks, and, in addition to salary inequity,
inequity in compensation and opportunity (special chairs, research funds, GAs,
and other vital resources).
The subcommittee also thinks the Maxwell Data Analysis in
conjunction with the University Salary Report suggest Maxwell women’s overall
mean salary is lower than men’s because, in part, women are overrepresented at
lower ranks and in departments with lower pay. Given this, we encourage the
dean’s office to support women’s timely movement through the ranks, ensure
department salaries are in line with their respective disciplines and more
realistic outside benchmark opportunities for female Maxwell professors
(interdisciplinary, administrative, research center positions, etc.), and
consider whether the extent of disparities in pay across the Maxwell
departments could be rectified. While we recognize market forces are driving
departmental disparities, we also question whether the current level of
inequality in pay across disciplines should be as large as it is given we are
all a part of the Maxwell School.
The subcommittee recommends these action items:
1) Suggestions for refining
the analysis of Maxwell faculty salary data
Control for time-in-rank, time-at-SU,
endowed chairs, administrative roles (department chair, program director,
current/former associate deans)
Run new regressions with the logarithm
of salary (in place of the salary itself) as the dependent variable.
- Run the analysis without PAIA and without PAIA &
Include the same years and assumptions
as the university salary equity report but add controls for department and
previously mentioned variables.
Plot salaries at Full and Associate
Professor level by Department
2) Ask the dean’s office to reach out to women faculty,
particularly at the full level, to understand their concerns.
3) Ask the
dean’s office to identify and rectify gender pay discrepancies within