- Wilfrid Laurier University Final Analysis and Recommendation of the Bi-Lateral Committee on Gender-based Pay. 2017.
The analysis looked for a systemic gender wage gap on a university-wide basis. The study estimated of the average of gender-based wage differentials that may be attributed to factors such as discrimination. The study references a regression model used for the Salary Anomaly assessment in 2016.
The log of salary is used as the regress and in three separate multiple regression models.
For the purpose of regression analysis, departments were grouped such that sufficient numbers of male and female members were available. The first model regressed log salary on rank, gender of the individual, and years at WLU. The second model was identical, however rank was dropped and the regression was run on each rank individually. The third regression was run on separate ranks, individually, but department indicators were dropped due to small samples available with the rank divisions.
All three versions of the model produced a significant gender bias in the salaries of faculty members. Overall, a 2.2% gap was identified (the first model). When rank was separated out and the model was estimated by rank, higher rank positions exhibited higher salary discrepancies. The lowest rank (assistant professor) did not show a systemic bias against female faculty. Associate professors were shown to have a 3% salary disadvantage for women, and full professors were shown to have a 3.9% salary disadvantage for women.
The report also includes a visual representation of male and female pay distributions and shows that uncorrected salaries of women are skewed towards lower pay than male salaries.
The report concludes by recommending a that salary adjustments occur by rank, where female associate professors gain the 3% difference and female full professors receive the 3.9% adjustment.