scholarly journals Pay Structure, Female Representation and the Gender Pay Gap among University Professors

2012 ◽  
Vol 67 (1) ◽  
pp. 51-75 ◽  
Author(s):  
Christine Doucet ◽  
Michael R. Smith ◽  
Claire Durand
Keyword(s):  
Research University ◽  
Full Professor ◽  
Gender Pay Gap ◽  
Female Representation ◽  
University Professors ◽  
Pay Gap ◽  
Mixed Support ◽  
Institutional Determinants ◽  
Canadian Research

Summary In this case study of faculty at a large Canadian research university we examine the extent to which the gender pay gap varies with the formalization of remuneration practices and female representation within units. We estimate the respective contributions to the gender pay gap of base pay, access to the rank of full professor, access to and amounts of market supplements, and Canada Research Chairs. These remuneration components differ in their degree of formalization. We also examine variations in the gender pay gap across departments with different proportions of females. The use of multilevel analysis allows for the estimation of the respective contributions of individual and institutional determinants of pay. Mixed support is found for the first hypothesis – that the magnitude of the gap varies with the degree of formalization in remuneration components. The second hypothesis that, all else being equal, the level of female representation in a given context is negatively related to remuneration is supported. Overall, the results are consistent with continuing female pay disadvantage, even in an ostensibly ‘progressive’ institutional context.

Gendered scenes: conceptualising the negotiation of paid work and child care among performers in film, television and theatre production

2017 ◽  
Vol 163 (1) ◽  
pp. 151-162 ◽  
Author(s):  
Sheree Gregory ◽  
Cathy Brigden
Keyword(s):  
Gender Inequality ◽  
Paid Work ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Manage Care ◽  
Film Directors ◽  
Theatre Production ◽  
The Media ◽  
Care Regimes

The pervasiveness of gender inequality in the media and entertainment industry has become an issue of growing public interest, debate and agitation. Whether it is the gender pay gap, the ongoing presence of the casting couch, the absence of women film directors, the experiences for women and men are strikingly different. Drawing on the findings of a case study of how performers manage care and precarious paid work in film, television and theatre production in Australia, this article provides a context in which work and care regimes can be analysed. Individualised negotiations with agents and producers are buttressed by individualised arrangements with family and extended networks to accommodate complex and changing needs. Despite high unionisation among performers, the key finding is that the overwhelming tendency was to deal with issues individually or as a couple, without reference to the union or through collective avenues.

Resolving Gender Pay Inequality? Rationales, Enforcement and Policy

2004 ◽  
Vol 33 (4) ◽  
pp. 553-571 ◽  
Author(s):  
JUDE BROWNE
Keyword(s):  
Corporate Governance ◽  
Social Policy ◽  
Labour Market ◽  
Gender Pay Gap ◽  
British Broadcasting Corporation ◽  
Employment Practices ◽  
Data Set ◽  
Pay Gap ◽  
British Labour

It is increasingly argued that models of Corporate Governance can be seen as an effective substitute for conventional state-centred social policy. This article examines the extent to which these contemporary business-led approaches are successful in remedying the gendered pay gap in the British labour market, using the latest Cabinet Office review on women's employment and pay in Britain: the Kingsmill Review, as its central example. The article outlines Kingsmill's recommendations and then analyses their efficacy by means of a ‘snap-shot’ case study of a large employing organisation which was identified as a ‘model employer’ by the Review and which has adopted many exemplary employment practices: the British Broadcasting Corporation (BBC). The article employs analysis of a major original new data set to establish both the successes and limitations of these recommendations in overcoming the gender pay gap within the BBC.

Tracking the Gender Pay Gap: A Case Study

2009 ◽  
Vol 33 (4) ◽  
pp. 410-418 ◽  
Author(s):  
Cheryl B. Travis ◽  
Louis J. Gross ◽  
Bruce A. Johnson
Keyword(s):  
Gender Pay Gap ◽  
Pay Gap

scholarly journals Community Engagement in the Humanities, Arts, and Social Sciences: Academic Dispositions, Institutional Dilemmas

2015 ◽  
Vol 1 (1) ◽  
Author(s):  
Sara Dorow ◽  
Nicole Smith-Acu
Keyword(s):  
Social Sciences ◽  
Community Engagement ◽  
Knowledge Production ◽  
Research University ◽  
Qualitative Case Study ◽  
Engaged Scholarship ◽  
Important Pathway ◽  
Canadian Research

Engaged scholarship is increasingly concerned with how community engagement might be institutionalized in the contemporary university. At the same time, it must be attentive to diverse academic approaches to knowledge and to the forms of engagement associated with them. Attention to this plurality is especially important in the humanities, arts, and social sciences (HASS). Based on a multi-method study conducted in the Faculty of Arts at a large western Canadian research university, this paper maps the demographic positions (gender, rank, and discipline) and scholarly dispositions (stances adopted toward the production of knowledge and the role of the academic) of HASS faculty and contract instructors onto the range of ways they perceive and practice engagement. Against this backdrop, we present a qualitative case study of two pairs of faculty that fleshes out the complexities and possibilities of divergent dispositions and the forms and experiences of engagement with which they are associated. We assert that understanding differentiated starting points to knowledge production among HASS academics is an important pathway to the fuller recognition and flexible institutionalization of engagement in research universities.  

scholarly journals Investigating Science Researchers’ Presence on Academic Profile Websites: A Case Study of a Canadian Research University

2020 ◽  
Author(s):  
Li Zhang ◽  
Chen Li
Keyword(s):  
Social Interaction ◽  
Research University ◽  
Google Scholar ◽  
The Social ◽  
The University ◽  
Science Departments ◽  
Canadian Research ◽  
Academic Profile

Researchers are increasingly using academic profile websites to organize and showcase their research outputs. Using the faculty at the science departments of the University of Saskatchewan, Canada as the study object, this research explores how science researchers used four academic profile websites: ResearchGate, Google Scholar Citations, Academia.edu, and ORCID. It was found that 78% of the researchers had established at least one academic profile, with ResearchGate being the most popular platform, Google Scholar Citations the second, followed at some distance by ORCID and Academia.edu. A high percentage of ORCID users did not list any of their publications, meaning their presence on ORCID was merely symbolic. We also found that the social interaction functions provided by ResearchGate were not well adopted. Findings from this study call for the improvement of the workflow of adding publications to ORCID profile.

National Board Quotas and the Gender Pay Gap among European Managers

2019 ◽  
Vol 33 (6) ◽  
pp. 1002-1019 ◽  
Author(s):  
David J Maume ◽  
Orlaith Heymann ◽  
Leah Ruppanner
Keyword(s):  
Labour Market ◽  
Gender Inequality ◽  
Gender Gap ◽  
European Social Survey ◽  
Gender Pay Gap ◽  
Female Representation ◽  
Pay Gap ◽  
Social Survey ◽  
National Board ◽  
Managerial Pay

As European countries have mandated quotas for women’s representation on boards, and as women have increasingly entered the ranks of management, a persistent gender gap in managerial pay remains. Drawing a sample of managers in the 2010 European Social Survey, the gender gap in pay was decomposed, finding that employer devaluation of women accounted for the majority of the gender gap in pay. This was especially true in countries without mandated quotas, but in countries that had adopted quotas for female representation on boards, results were consistent with the proposition that quotas moderated the labour market for managers (i.e. the gender gap in managerial pay was smaller as was the portion of the gap attributable to discrimination). As board quotas have increasingly been adopted across Europe, more research is needed on their ameliorative effects on gender inequality in the wider labour market.

Measuring the gender pay gap: the complexity of HR metrics

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Clotilde Coron
Keyword(s):  
Design Methodology ◽  
Participant Observation ◽  
The Political ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Content Type ◽  
Political Issues ◽  
The Subject ◽  
And Gender

PurposeThe literature on HR metrics does not address the political issues that surround the definition and interpretation of these metrics. However, the need for agreement about HR metrics between different stakeholders is underlined by the framework of the sociology of quantification. This research aims to complement the literature on HR metrics by studying the process of defining and interpreting appropriate HR metrics, focusing on the example of the gender pay gap.Design/methodology/approachA case study with interviews and participant observation is conducted on a French company.FindingsThe results show that HR metrics are essential to prove the existence of inequalities. However, there are disagreements between management, unions and gender equality referents concerning appropriate HR metrics and their use.Originality/valueContrary to the literature on the subject, which remains predominantly positivist and normative, this article sheds light on the political issues surrounding the definition and use of HR metrics and shows the importance of involving a range of actors (managers, unions and employees) in the entire process.

scholarly journals Who gets Market Supplements? Gender Differences within a Large Canadian University

1969 ◽  
Vol 38 (1) ◽  
pp. 67-103 ◽  
Author(s):  
Christine Doucet ◽  
Claire Durand ◽  
Michale R. Smith
Keyword(s):  
Gender Differences ◽  
Logistic Regression ◽  
Correspondence Analysis ◽  
Research University ◽  
Faculty Members ◽  
Factor Solution ◽  
Pay Gap ◽  
Determination Process ◽  
Pay Differences ◽  
Canadian Research

This study examines the gender pay gap among university faculty by analyzing gender differences in one component of faculty members’ salaries – “market premiums.” The data were collected during the Fall of 2002 using a survey of faculty at a single Canadian research university. Correspondence analysis and logistic regression analysis were performed in order to identify the characteristics related to the award of market premiums and whether these characteristics account for gender differences. The correspondence analysis produces a two-factor solution in which the second axis clearly opposes faculty who receive market premiums to those who do not. Gender is strongly related to this factor, with the female category on the side of the axis associated with the absence of market premiums. The results of the logistic regression confirm that field of specialization, frequency of external research contracts, faculty members’ values and attitudes towards remuneration and seniority within rank are all related to the award of market premiums, as hypothesized. However, women were still almost three times less likely than men to have been awarded market premiums after controlling for these relationships. Overall, the results suggest that within a collective bargaining context, reindividualization of the pay determination process — notably, the payment of market premiums to faculty — may reopen pay differences by gender.  

Sign in / Sign up

Export Citation Format

Share Document