Representation and Salary Gaps by Race-Ethnicity and Gender at Selective Public Universities
Representation and Salary Gaps by Race-Ethnicity and Gender at Selective Public Universities
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DOI：
10.3102/0013189x17726535
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发表时间：
2017-10-01
影响因子：
8.2
通讯作者：
Koedel, Cory
中科院分区：
文献类型：
--
作者：
Li, Diyi;Koedel, Cory
我们使用2015-2016年的数据来记录公立大学六个领域的教师代表性和按种族、民族和性别划分的工资差距。与广泛可用的信息一致，在我们的数据中，黑人、西班牙裔和女性教授的代表性不足，而白人和亚洲教授的代表性过高。弱势少数民族和女性的代表性不足主要是由于科学和数学密集型领域的代表性不足。对高级教员和初级教员的比较显示出一种更加多样化的趋势，特别是在科学和数学密集型领域，因为年轻教员更加多样化。然而，黑人教员是个例外。我们分解了种族和性别之间的工资差距，并表明学术领域、经验和研究生产力占了大部分或全部的差距。我们没有发现改善多样性的个人有工资溢价的证据，尽管我们不能排除黑人教师有适度溢价的可能性。
We use data from 2015-2016 to document faculty representation and wage gaps by race-ethnicity and gender in six fields at selective public universities. Consistent with widely available information, Black, Hispanic, and female professors are underrepresented and White and Asian professors are overrepresented in our data. Disadvantaged minority and female underrepresentation is driven predominantly by underrepresentation in science and math intensive fields. A comparison of senior and junior faculty suggests a trend toward greater diversity, especially in science and math intensive fields, because younger faculty are more diverse. However, Black faculty are an exception. We decompose racial-ethnic and gender wage gaps and show that academic field, experience, and research productivity account for most or all of the gaps. We find no evidence of wage premiums for individuals who improve diversity, although for Black faculty we cannot rule out a modest premium.