{"id":63392,"date":"2022-06-13T00:31:37","date_gmt":"2022-06-13T04:31:37","guid":{"rendered":"https:\/\/world.edu\/?p=63392"},"modified":"2022-06-13T00:31:37","modified_gmt":"2022-06-13T04:31:37","slug":"gender-pay-gap-its-roughly-half-a-million-dollars-for-women-professors-across-a-lifetime","status":"publish","type":"post","link":"https:\/\/world.edu\/gender-pay-gap-its-roughly-half-a-million-dollars-for-women-professors-across-a-lifetime\/","title":{"rendered":"Gender pay gap: It\u2019s roughly half-a-million dollars for women professors across a lifetime"},"content":{"rendered":"

\"\"<\/p>\n

There are substantial, long-term impacts from the gender pay gap for faculty at Canadian universities.<\/p>\n

Recent research from\u00a0our multidisciplinary team<\/a>, which includes expertise in equity policy, political science and cognitive science with mathematical modelling, shows that over the course of a career and retirement, this pay gap leads to a difference of roughly half-a-million dollars.<\/p>\n

The gender pay gap\u00a0for faculty in Canadian universities<\/a>\u00a0is significant and persistent. Women professors earn\u00a0on average 10 per cent (or $10,500 per year) less than men for the same work<\/a>.<\/p>\n

This gender pay gap\u00a0can result from bias in determining starting salaries and subsequent merit pay, from differing rates of promotion<\/a>\u00a0and from the\u00a0punitive effects of parental and caregiving leave<\/a>.<\/p>\n

Focusing solely on pay differences, however, leads people to underestimate the long-term financial consequences of gender inequities as the pay gap also has implications for pensions.<\/p>\n

Case study<\/strong><\/h4>\n

Quantifying the effects of the gender pay and pension gap (research not done in over 30 years<\/a>) poses a challenge, given the many variables at play.<\/p>\n

To address this challenge, our team used King\u2019s University College as a case study. Using King\u2019s made the challenge more tractable because potential bias was confined to starting salary and promotion decisions. Unlike\u00a0many universities<\/a>, King\u2019s does not offer merit pay, and faculty have a defined-benefit pension plan.<\/p>\n

We were able to examine the effects of bias in starting salary, based on the determination of how many years of relevant experience people had at hire, and in promotion to full professor.<\/p>\n

Women faculty at King\u2019s\u00a0made nine per cent less than men on average<\/a>. This calculation was based on all full-time professors, including both racialized and non-racialized faculty. We took this nine per cent average difference ($8,771) as our starting point. We then calculated the pay and pension gap across a 30-year career and 21-year retirement for different career trajectories.<\/p>\n

We calculated what would happen if a woman progressed through the ranks to become a tenured associate professor and remained so for the rest of her career, compared to a man in the same position.<\/p>\n

We calculated what would happen if she was promoted to full professor, compared to a man in the same position. Promotion to full professor is based on one\u2019s research contributions. Most professors don\u2019t achieve this position, although men are far more likely to do so than women.<\/p>\n

We found that a $9,000 difference in starting pay led to a cumulative pay and pension gap of $454,000 at the associate level, and a $468,000 gap at the full professor level.<\/p>\n

We also calculated what would happen if a woman was not promoted to full professor compared to a man who was. In this more likely scenario, the pay and pension gap was $660,000. In retirement, this gap translates to a $7,000-$12,250 per year difference in pension, depending on the scenario.<\/p>\n

Racialized inequities<\/strong><\/h4>\n

Our research focused solely on gender, given that\u00a0race was not a variable provided in the available Statistics Canada data<\/a>\u00a0or at the institutional level. This ongoing issue has been highlighted with urgent\u00a0calls for better data collection<\/a>.<\/p>\n

Data from the Canadian Association of University Teachers shows racialized professors experience\u00a0a 10 per cent pay gap relative to their non-racialized peers<\/a>. Racialized women professors, in particular, experience greater pay inequity.<\/p>\n

Given that the gender\u00a0pay gap for racialized women professors is double that of their non-racialized women counterparts<\/a>, it follows that racialized women professors face larger lifetime salary and pension gaps than our calculation for women professors overall.<\/p>\n

Pay equity legislation<\/a>, however, remains fixed on gender; it doesn\u2019t currently address wage penalties faced by\u00a0Indigenous, racialized and 2SLGBTQ+ faculty<\/a>.<\/p>\n

Correcting imbalances<\/strong><\/h4>\n

Universities have used\u00a0salary anomaly studies and wage adjustments to address the gender pay gap<\/a>. Corrections have been done either on an individual basis or across the board for women faculty, but without retroactive pay. King\u2019s just completed its first study and awarded women one additional year of experience\u00a0going forward (a $2,506-$2,770 per year boost, depending on rank, under the current contract)<\/a>.<\/p>\n

Yet salary studies, while helpful, have tended to insufficiently address the problem. Without addressing the systemic bias that leads to pay differences, the gap is often reintroduced or increases over time with new hires and with promotion (or due to merit or market factors). Taking a gradual\u00a0approach to pay equity also likely costs more over time than taking meaningful steps to close the gap<\/a>.<\/p>\n

What universities can do<\/h4>\n

So what additional steps can universities take to address the gender pay gap? First, they can provide greater transparency. Faculty should be made\u00a0aware of the criteria being used to assess their experience and performance,<\/a>\u00a0the variables and data available to measure the gender pay gap at their institution, and how their school is rectifying it.<\/p>\n

They can foster environments for women researchers to thrive and encourage them to go up for promotion (68 per cent of full professors in 2019 were men<\/a>).\u00a0Women and racialized faculty\u2019s research and career progress were more negatively impacted by the pandemic<\/a>.<\/p>\n

They can address\u00a0the power gap<\/a>\u00a0in senior leadership: Despite ongoing equity, diversity and inclusion efforts, most senior leadership posts remain unaffected. In 2019,\u00a0men continued to make up 80 per cent of the presidents, 60 per cent of the provosts and vice-presidents, and 58 per cent of the deans in Canadian universities<\/a>. Only one in five of the top earners at Canadian universities were women, while only three in 100 were identified as racialized women.<\/p>\n

60 years to close gender pay gaps?<\/strong><\/h4>\n

Our research shows that the gender pension gap is substantial \u2014\u00a0with a third or more of the full gap (pay and pension) owing to pension<\/a>, leading to greater long-term inequities for women than previously estimated.<\/p>\n

The World Economic Forum suggests that at this rate, both within and outside academia,\u00a0it\u2019ll take another 60 years to close the gap<\/a>. Sadly, our daughters will still be waiting for equity when they retire.<\/p>\n

Author Bios:<\/strong> Marcie Penner is Associate Professor of Psychology, King’s University College at Western University and Tracy Smith-Carrier is aAssociate Professor and Canada Research Chair (Tier 2) in Advancing the UN Sustainable Development Goals at Royal Roads University<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

There are substantial, long-term impacts from the gender pay gap for faculty at Canadian universities. Recent research from\u00a0our multidisciplinary team, which includes expertise in equity policy, political science and cognitive science with mathematical modelling, shows that over the course of a career and retirement, this pay gap leads to a difference of roughly half-a-million dollars. […]\n… learn more→<\/a><\/p>","protected":false},"author":33,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[29],"tags":[224522],"coauthors":[11733],"class_list":["post-63392","post","type-post","status-publish","format-standard","hentry","category-higher-education","tag-gender-pay-gap"],"acf":[],"yoast_head":"\nGender pay gap: It\u2019s roughly half-a-million dollars for women professors across a lifetime - World leading higher education information and services<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/world.edu\/gender-pay-gap-its-roughly-half-a-million-dollars-for-women-professors-across-a-lifetime\/\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:locale\" content=\"en_US\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:type\" content=\"article\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:title\" content=\"Gender pay gap: It\u2019s roughly half-a-million dollars for women professors across a lifetime - World leading higher education information and services\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:description\" content=\"There are substantial, long-term impacts from the gender pay gap for faculty at Canadian universities. 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