>My theory: they probably start at the same level, and then the men get
>larger merit increases. The problem is that every academic is
>different--no one else has precisely the same training and experience,
>so that opens the door to subjective evaluations which will favor the
>more agressive, usually male faculty who fits the expected pattern. I
>doubt whether it is even conscious.
At a women's career seminar at UCSF we were told that UCSF had
conducted a comparison of women's salaries vs. men's salaries, and
of course found that the women were making less. The exceptions
were women who were married to men on the UCSF faculty.
They dubbed this the "pillow talk" factor. The reasoning was that
these women were getting advice, direction, and needling (if necessary)
>From their husbands to get accelerated. For example, if your husband
asks you every night whether you've talked to your chairman about
getting
accelerated, you're eventually going to do it (even if you're not
someone
who does not like to toot your own horn). I suppose a really active
mentor would serve the same purpose, but in most cases, I'm sure
your significant other would look out for you better than a mentor.
Valerie
