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equal pay

scarr at kean.ucs.mun.ca scarr at kean.ucs.mun.ca
Fri Jan 27 13:09:01 EST 1995

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

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