IN MINORITY:
THE STATUS OF WOMEN AT ACADIA UNIVERSITY 2008-09
by Zelda Abramson and Phyllis
Rippeyoung
The AUFA Women’s Committee presents this summary of the status of women faculty at Acadia University for the years 2007-2008. Access to this information is supplied to AUFA’s membership by Human Resources in compliance with Article 28.10. As shown in Table 1, in October 2008 women constituted 38.2% of all full-time faculty at Acadia University. The overall percentage would be lower had we have included part-time faculty.
|
Table 1 Faculty by rank and sex, October 2008 (%) |
|
|
Sex ________________ |
|
|
|
Rank |
Male |
Female |
Total |
|
Professor |
83.9 |
16.1 |
100.0 |
|
Associate
Professor |
68.2 |
31.8 |
100.0 |
|
Assistant
Professor |
60.3 |
39.7 |
100.0 |
|
Instructor |
54.5 |
45.5 |
100.0 |
|
Lecturer |
36.0 |
64.0 |
100.0 |
|
Librarian |
25.0 |
75.0 |
100.0 |
|
Total |
64.1 |
35.9 |
100.0 |
Looking at change over time, Table 2 maps the overall percentages and percent change at each rank by gender between 2005 and 2008[1]. There are some notable differences. Although there has been an overall 9% increase in women faculty since 2005, there were proportionately fewer women (3%) in 2008 than in 2007. Although this may not seem like a large amount, it is indeed worrisome as the ratio gap between men and women faculty had been narrowing but was far from equitable.
There are proportionately fewer women full Professors in 2008 than in 2005 (14%) and there is a greater proportion of women faculty at the Assistant level (19%). However, there has also been an 18% increase in women faculty in CLT positions which may indicate that women’s increases at the Assistant rank are disproportionately in Acadia’s contingent work force.
Table 2 Percent female faculty within rank and percent change between 2005 and 2008
|
Position |
Oct. 2005 |
Oct. 2006 |
Oct. 2008 |
% 2005-08 change |
|
Full Professor |
18.8 |
18.8 |
16.1 |
-0.14 |
|
Associate |
32.3 |
28.8 |
31.8 |
-0.02 |
|
Assistant |
32.2 |
34.9 |
38.2 |
0.19 |
|
Instructor |
57.1 |
50.0 |
45.0 |
-0.10 |
|
Lecturer |
57.6 |
71.9 |
64.0 |
0.11 |
|
Librarian |
88.0 |
90.0 |
75.0 |
-0.15 |
|
CLT |
50.0 |
55.6 |
58.8 |
0.18 |
|
Tenured faculty |
n/a |
24.4 |
27.5 |
0.13Ô |
|
TOTAL female faculty |
32.9 |
37.1 |
35.9 |
3.9 (-.03Ô) |
ÔChange from Oct 2006 to Oct 2008
Table 3 presents four regression models that examine gender wage gaps for all full-time faculty and librarians. Model 1 presents the raw gap of all full-time faculty and librarians showing that men earned $9744.60 more than women. Model 2 controls for year of hire and the gap is reduced to $7554.97. In Model 3, rank is added to the equation and the wage gap is substantially reduced to $487.75, which is equivalent to just under one quarter of a grid step. Given the high percentage CLT positions held by women and the average lower pay of CLTs, when controlling for CLT status in Model 4, we see the gap is further reduced to $214.00.
Wage gap differences between men and women by faculty (not including librarians) are examined in Table 4. As shown in Model 1, men earn $594.46 more than women in the Faculty of Arts and $1335.91 more in the Faculty of Pure and Applied Sciences (FPAS). In Professional Studies, however, men earn $832.85 less than women. In Model 2, we control for CLTs and find that in the Faculty of Arts the gender wage gap is reduced to $121.74; however, it is substantially increased in FPAS to $2032.89 and in Professional Studies the trend is reversed to men earning $222.45 more than women.
The increased gap in FPAS and Professional Studies, when controlling for CLTs is due to the fact that female CLTs in those faculties earn more than male CLTs. Women earn, on average, $806.92 more than men as CLTs in Professional Studies. The difference in FPAS is not reported because only one woman is a CLT in that faculty (Table 5). In Arts, there is a much larger gender wage gap among CLTs in that men CLTs earn $6950.57 more than female CLTs (on average). CLTs comprise just under one-fifth of all faculty and 58% of them are female. CLTS, unlike tenure-track candidates, typically are unable to negotiate their starting salary. However, should CLT faculty be successful in securing a tenure-track position, there has been resistance from the Administration to renegotiate their grid steps. Thus, CLTs may be at a long-term salary disadvantage and women, particularly in Arts, may be vulnerable to lower salaries.
Table 3 Regression analysis of wages on sex, year of hire and rank Article 28.10 2008 (full sample)
|
|
Model 1 |
Model 2 |
Model 3 |
Model 4 |
|
Men (wages in
dollars) |
9744.60 |
7554.97 |
487.75 |
225.09 |
|
|
(2640.10) |
(1960.17) |
(1354.97) |
(1345.23) |
|
|
|
|
|
|
|
Year of Hire |
|
0.00 |
0.00 |
0.00 |
|
|
|
(0.00) |
(0.00) |
(0.00) |
|
Rank1 |
|
|
|
|
|
Assistant |
|
|
-22066.40 |
-21113.10 |
|
|
|
|
(2209.50) |
(2206.50) |
|
|
|
|
|
|
|
Associate |
|
|
-14518.10 |
-14576.40 |
|
|
|
|
(1965.19) |
(1940.98) |
|
|
|
|
|
|
|
Instructor |
|
|
-39588.40 |
-38467.10 |
|
|
|
|
(2657.20) |
(2691.62) |
|
|
|
|
|
|
|
Lecturer |
|
|
-40480.10 |
-34684.00 |
|
|
|
|
(2738.25) |
(3383.99) |
|
Librarian |
|
|
-29816.10 (3843.54) |
-29988.40 (3796.175) |
|
|
|
|
|
|
|
|
|
|
|
|
|
CLTs |
|
|
|
-7079.60 |
|
|
|
|
|
(2505.62) |
|
|
|
|
|
|
|
Constant |
78311.92 |
692012.69 |
424969.90 |
424491.70 |
|
|
(2106.69) |
(43254.59) |
(35125.88) |
(34716.57) |
|
R2 |
.053 |
.483 |
.784 |
.790 |
|
N |
245 |
245 |
245 |
245 |
1 Contrast category is Full Professor
Note: Because these are population data, statistical significance is not relevant
Table 4 Regression analysis of wages on sex, year of hire and
rank split by faculty
|
|
Model 1 |
|
Model 2 |
||||
|
|
Arts |
Professional Studies |
FPAS |
|
Arts |
Professional Studies |
FPAS |
|
|
B |
B |
B |
|
|
|
|
|
Men (wages in
dollars) |
594.46 |
-832.85 |
1335.91 |
|
121.74 |
-222.45 |
2032.89 |
|
|
(1837.40) |
(2947.18) |
(2395.25) |
|
(1760.12) |
(3188.61) |
(2208.85) |
|
|
|
|
|
|
|
|
|
|
Year hire |
0.00 |
0.00 |
0.00 |
|
0.00 |
0.00 |
0.00 |
|
|
(0.00) |
(0.00) |
(0.00) |
|
(0.00) |
(0.00) |
(0.00) |
|
|
|
|
|
|
|
|
|
|
Rank1 |
|
|
|
|
|
|
|
|
Assistant
|
-23012.70 |
-22832.27 |
-22016.32 |
|
-22081.35 |
22541.13 |
-20740.49 |
|
|
(3505.46) |
(4427.29) |
(3690.92) |
|
(3358.94) |
(4611.98) |
(3407.99) |
|
|
|
|
|
|
|
|
|
|
Associate |
-16111.17 |
-12845.25 |
-13323.15 |
|
-16242.66 |
12704.41 |
-13933.98 |
|
|
(2949.57) |
(4274.64) |
(3183.42) |
|
(2814.27) |
-(4338.99) |
(2930.59) |
|
|
|
|
|
|
|
|
|
|
Instructor |
-45370.8 |
-38237.60 |
-36419.92 |
|
-45539.86 |
32330.98 |
-33453.60 |
|
|
(4312.57) |
(8053.81) |
(3622.66) |
|
(4114.63) |
(11475.60) |
(3411.02) |
|
|
|
|
|
|
|
|
|
|
Lecturer |
-50150.54 |
-35950.01 |
-43898.28 |
|
-40967.25 |
-35935.10 |
-34310.04 |
|
|
(3868.76) |
(5199.15) |
(6507.51) |
|
(4817.15) |
(6766.72) |
(6439.41) |
|
|
|
|
|
|
|
|
|
|
CLTs |
|
|
|
|
-11809.08 |
604.650 |
-15693.82 |
|
|
|
|
|
|
(3980.72) |
(4951.71) |
(3898.86) |
|
|
|
|
|
|
|
|
|
|
(Constant) |
469726.40 |
234866.25 |
444108.16 |
|
470467.96 |
81122.47 |
416127.36 |
|
|
(49904.42) |
(79100.82) |
(64739.46) |
|
(47609.91) |
(416127.36) |
(59922.35) |
|
|
|
|
|
|
|
|
|
|
R2 |
.897 |
.675 |
.775 |
|
.907 |
.668 |
.813 |
|
N |
86 |
60 |
90 |
|
86 |
59 |
90 |
|
|
|
|
|
|
|
|
|
1 Contrast category is Professor
Table 5 Wage gap differences between men and women by faculty
|
|
Faculty |
|||||
|
|
Arts |
Professional Studies |
FPAS |
|||
|
|
Men (3) |
Women (7) |
Men (4) |
Women (12) |
Men (7) |
Women (1) |
|
Mean |
57036.00 |
50085.43 |
71000.75 |
71807.67 |
52169.50 |
54930.00 |
|
Difference |
6950.57 |
-806.92 |
-2760.5 |
|||