The Truth about the Difference in Salary between Men and Women in

Education

Adam Ahmed
INTRODUCTION

The existence of the gender wage gap in the American workplace is problem that can go

as far back as the 1900s. To be more accurate, it wasn’t until 1963, when the Equal Pay act of

1963, stated, in short, that no employer can discriminate on basis of sex. In today’s universities we

see both men and women professors educate students to challenge themselves to succeed at the

university level, however there is still a salary gap between genders in our public university that is

very troublesome. In this paper, I am going to research the salary gap between men and women

professors. I will show studies that illustrate the difference, for example according to a research

conducted by Dr.McPhail, “the university is both made up of men and women faculty members,

yet 70 percent of the higher level administration jobs are held by male colleges” (McPhail, p. 3),

which is one of the many reasons there is still a salary gap between men and women at the

University of Houston. Another point I will be talking about is root of this problem. Unfortunately,

this problem can be backdated all the way to 1900s and wasn’t actually seen any improvement

until the 1980s, which was not too far back, when “women’s marked progress into occupation

traditionally reserved for men” (Donato, Phippe, Thomas, Bird, Detman, & Stegler, p.xi). I say

this because the salary gap between men and women was originated from when women were

“allowed” to have occupations, but in order to have a decent occupation you needed to have a

proper education, which was another challenging factor that can be another root of the problem.

In this paper, we will address the main problems that define the salary gap between men

and female workforce at a university level. This will be broken down by gender disputes between

salary in the education system in association of position, power, education, and background. I will

then specifically talk about the men and women professor’s salary gap at the University of Houston

in accordance with the positions they hold in the university based on gender and education
background. To do this we will first look at the where it all originated, the division of work force

by gender in education. In detail, we can see the women movement of going up the ladder yet still

at an uneven standpoint when it comes to salary wages earned. At that point, we will see what

factors conduct the gap between men and women professors. This can be anything from the

neighborhood the individual grew up in to the networking skills they brought with them through

past experience or past occupations. Lastly, I will be discussing the salary gap between men and

women professors affecting the students at the school, which is ultimately their job, to make a

difference in the students through their teachings and involvement in the position they hold at the

university.

PAY GAP

The pay hole is the distinction in men's and ladies' middle income, normally reported as

either the profit proportion in the middle of men and ladies or as a genuine pay crevice, as

characterized beneath. The middle worth is the center quality, with equivalent quantities of full-

time laborers gaining increasingly and procuring less.

( Koch, J. V. (1982)

In 2014, median annual earnings in the United States for women and men

working full time, year round were $39,621 and $50,383, respectively.

(Koch, J. V. (1982)
 Earnings can also be reported on a weekly basis. The gender pay gap in

weekly earnings tends to be slightly smaller than the pay gap in terms of

annual earnings. In 2015, the pay gap in median weekly earnings was 19

percent, according to the U.S. Department of Labor.

Exceptional data on the sexual orientation pay hole

According to the President’s Annual Report (2006) out of the ten positions on the

University of Houston System Board of Regents, a woman occupies one position. The Chancellor

of University System who is also the President of the University of Houston is male. At the highest

level of administrative positions, a woman fills one of nine positions. Of the fifteen Dean positions

identified in the President’s annual report, a woman occupies one position.

“Female staff % in different INSTITUTIONS”

Figure 1Mcphail, B. A., PhD. (2007). The Status of Women at the University of Houston. The Status of Women at the University of
Houston. Retrieved from http://www.uh.edu/ucw/docs/StatusofWomenattheUniversityofHoustonReport10-25-07_000.pdf
 Difference in Salaries

In surveying sexual orientation correspondence on grounds, pay rates remain a critical core

interest. Compensation information on employees can be a test to translate in the total following

there are numerous person attributes that can influence compensations past sexual orientation, for

example, experience, ability, merit, age, scholastic control and division. The general example is

that in verging on each class men make more cash than ladies. Albeit month to month contrasts

can be little, when duplicated by a component of 12 for a yearly rate, the amassing of burden is

obvious.

Figure 2Mcphail, B. A., PhD. (2007). The Status of Women at the University of Houston. The Status of Women at the University of
Houston. Retrieved from http://www.uh.edu/ucw/docs/StatusofWomenattheUniversityofHoustonReport10-25-07_000.pdf

State Level Data

In surveying sex correspondence on grounds, pay rates remain a vital core interest. Pay

information on employees can be a test to translate in the total subsequent to there are numerous

person qualities that can influence compensations past sex, for example, experience, mastery,

merit, age, scholastic order and office. The general example is that in practically every

classification men make more cash than ladies. Albeit month to month contrasts can be little, when

increased by a component State-level information A pay crevice can likewise be computed for

every state (Figure 2). The American Group Survey (ACS) (www.census.gov/acs) is regularly

used to evaluate the pay crevice at the state level and for particular racial/ethnic gatherings since
it incorporates a larger number of family units than the CPS. The Census Bureau started the ACS

in 1996 as the successor to the "long shape" of the decennial enumeration. The ACS results are

discharged every year in September, and briefs in view of the overview can be found on the

agency's website.6 According to ACS information, in 2014 the pay crevice was littlest in

Washington, D.C., where ladies were paid 90 percent of what men were paid, and biggest in

Louisiana, where ladies were paid 65 percent of what men were paid.

(Linda D. Hallman, 2014)

When in doubt, income increment as years of training increment for both men and ladies. While

more instruction is a powerful device for expanding income, it is not a viable apparatus against the sex pay

crevice. At each level of scholastic accomplishment, ladies' middle profit are not as much as men's middle

income, also, now and again, the sex pay crevice is bigger at larger amounts of training
 (DeNavas-Walt p-60)

Analysis

(Half Full Or Half Empty)

The Glass is Half Full. To start with, the glass is half full viewpoint focuses to genuine increases

for ladies. Moving from 1885 when there was worry that advanced education for ladies was

impeding for their physical and psychological well-being, ladies have without a doubt "Make some

amazing progress, infant. For instance, the writer (Nissimov, 2003) of an article in the Houston

Chronicle thought about whether the additions of ladies were made to the detriment of men and

stressed that if ladies dwarf and beat men in school there would be less likewise instructed men

for them to wed. The information don't appear to bolster the supposition that ladies' additions are

to the detriment of men. Case in point, male participation at the University of Houston from 2001-

2005 has for the most part expanded or held stable for men over all racial and ethnic gatherings.

Two reports have likewise tested the idea that ladies are accomplishing scholastically in school to

the detriment of men (King, 2006; Mead, 2006). The one gathering that is falling behind their

female partners at the University of Houston is African American men, and this might mirror an
issue with race and class and additionally sexual orientation. This under representation of African

American men at the University of Houston is a worry and should be tended to with a specific end

goal to accomplish racial and in addition sexual orientation correspondence. Despite the fact that

ladies are making progress on grounds in enlistment and graduation rates, there is concern if their

instructive achievement can be interpreted into profession achievement once they leave the bounds

grounds. Could the picks up accomplished by young ladies getting a higher education defeat the

pay holes, inappropriate behavior, parenthood punishments, discriminatory limitations, and

maternal dividers that face young ladies in the working environment? A late report by the

American Association of University Women entitled Beyond the Pay Gap (Dey and Hill, 2007)

found that one year out of school, ladies working 40 hours per week acquire just 80% as much as

their male partners and that hole broadens to winning just 69% as much as their male partners ten

years after graduation.

The Glass is Half Empty. There is much in this report recommends the glass is half unfilled for

ladies on grounds. The authority of the University of Houston, including the Board of Regents,

Administration, Faculty Senate, and Student Government remain generally male-commanded. Just

the Staff Council is predominately female. There are more male teachers than female educators at

each rank and the higher the rank the higher the rate of male teachers. A few universities show

checked sex awkwardness among both understudies and staff. The nation over there has been much

concern raised about the absence of ladies in the fields of math and science and the University of

Houston reflects national patterns with couple of ladies in residency track positions in these

controls. Reported sexual offenses climbed discernibly in a solitary year, from 0 in 2004 to 6 in

2005. Despite the fact that pay contrasts in the middle of men and ladies range crosswise over

positions and offices, the general example is one of men being paid more than ladies. The quantity

of female competitors is declining as opposed to expanding.

 Work Cited
Mcphail, B. A., PhD. (2007). The Status of Women at the University of Houston. The Status of
Women at the University of Houston. Retrieved
fromhttp://www.uh.edu/ucw/docs/StatusofWomenattheUniversityofHoustonReport10-25-07_000.pdf

http://www.pewresearch.org/fact-tank/2015/04/14/on-equal-pay-day-everything-you-need-to-know-
about-the-gender-pay-gap/

http://www.iwpr.org/initiatives/pay-equity-and-discrimination

James, L., Pate, J., Leech, D., Martin, E., Brockmeier, L., & Dees, E. (2011, October 02). ERIC -
Resource Allocation Patterns and Student Achievement, International Journal of Educational
Leadership Preparation, 2011. Retrieved February 28, 2016, from http://eric.ed.gov/?id=EJ974300

Koch, J. V. (1982). Salary Equity Issues in Higher Education: Where Do We Stand? Salary Equity
Issues in Higher Education: Where Do We Stand?, 1-9. Retrieved February 28, 2016,
fromhttp://files.eric.ed.gov/fulltext/ED222162.pdf

Reskin, B. F. (1990). Job queues, gender queues: Explaining women's inroads into male
occupations. Philadelphia: Temple Univ. Pr.