In article <199501262256.OAA11474 at netcomsv.netcom.com>, dmoregan at genpharm.com ("Donna Munoz O'Regan") writes:
> Iguana Mail
> equal pay
> From time to time, there are articles written about how women are paid less than
> our male counterparts and that this occurs in every field. Now, my question
> isn't whether this occurs or doesn't occur wherever you may be, but how do you
> address it if you are in the market? I'm not looking now, it's just something
> some of my friends were discussing and I'm not proposing this question as a
> means to start a big flame session, but rather a constructive discussion of what
> we can do to prevent it from happening to us whenever we might be looking for a
> job next.
>> Donna.
> email: dmoregan at genpharm.com> **the above opinions are mine alone, and my company has their own too.
>I'd be interested in hearing how this works out in academic departments. At
Memorial, the collective agreement places a floor salary for each rank,
based on degrees and years on relevant experience (so-called Y-value [not
to be confused with XY or XX value ;). Would women/men tend to come in with
different Y-values, an inequality that would then be perpetuated for the
remainder of their carrers?
Individuals can negotiate upward, based on 'market value'. I suppose this
could lead to inequalities: (1) Please come, we want to be affirmative,
here's more money, (2) Might women 'push' less hard in such negotiations?
In practice I don't know that either occurs here. Heads have tened to push
for the maximum interpretation of Y-value, and deans don't have any
additional bucks, at least for untried asst profs.
Steve Carr (Memorial Univ of Newfoundland, on sabbatical at U Hawaii)
carr at uhunix.uhcc.hawaii.edu
