| Overall Rating | Gold |
|---|---|
| Overall Score | 66.19 |
| Liaison | Kimberly Reeves |
| Submission Date | Nov. 22, 2024 |
Agnes Scott College
PA-13: Pay Equity and Living Wage
| Status | Score | Responsible Party |
|---|---|---|
|
3.20 / 5.00 |
Kimberly
Reeves Executive Director Center for Sustainability |
13.1 Internal pay equity assessment
Description of the methodologies used to assess internal pay equity:
Within the past three years, the Agnes Scott Division of Equity and Inclusion was charged by the President to complete a comprehensive pay equity assessment to identify any disparities in compensation that could not be attributed to factors such as skills, responsibilities, or level of experience. The methodology involved collecting employee demographic and compensation data and categorizing jobs by similar roles to ensure accurate comparisons. A median salary comparison was used as the primary statistical method to identify potential disparities within job classifications. This allowed for the identification of any gaps in pay between employees performing similar work.
The results were benchmarked against the college's institutional peers, and outliers were carefully reviewed to ensure pay differences were based on legitimate, non-discriminatory reasons. The results were further analyzed by each vice president to understand pay equity in their departments and conduct a qualitative review of the results of the comparative analysis. This led to change in the payment for employees with the goal of achieving complete pay equity at the institution.
Are the pay equity assessment(s) inclusive of both academic and non-academic staff?:
Do the pay equity assessment(s) explicitly address pay equity by gender identity?:
Do the pay equity assessment(s) explicitly address internal pay equity by racial, ethnic, and/or Indigenous identity?:
Does the institution publish the results of its internal pay equity assessments?:
Published results of the institution’s most recently finalized internal pay equity assessment:
Online resource where the results of the institution’s internal pay equity assessments are available:
The Reporting Tool will automatically calculate the following figure:
13.2 Percentage of employees that receive a living wage
Narrative and/or website URL detailing the institution’s living wage accreditation:
Provide wage figures in the institution’s local currency and expressed as hourly rates.
Performance year for living wage:
Living wage:
Standard or methodology used to determine the living wage:
Agnes Scott followed the requirement outlined above for US institutions to report local living wage in DeKalb County, Georgia for “2 Adults (both working), 2 Children” published by the Massachusetts Institute of Technology (MIT) Living Wage Calculator. As per the Living Wage Calculator website, the data was last updated on February 14, 2024.
Wage floor for regular/permanent employees:
Wage floor for short-term/casual academic staff:
Wage floor for short-term/casual non-academic staff:
Percentage of employees that receive remuneration equivalent to at least a living wage:
Narrative outlining the forms of remuneration included in the living wage calculations:
As part of the college’s living wage calculations, remuneration calculations considered health insurance, retirement plans and other savings vehicles. This calculation was confirmed by the Director of People & Culture.
Has the institution made a formal commitment to pay a living wage?:
Narrative and/or website URL detailing the institution’s formal commitment to pay a living wage:
To further our mission of educating women to think deeply, live honorably and engage the intellectual and social challenges of their times, Agnes Scott College is committed to providing competitive salaries and benefits in order to attract and retain a highly qualified, diverse and productive faculty and staff. In addition, the college is committed to addressing issues of merit, compression and gender equity in its compensation policies.
The faculty of Agnes Scott plays a central role in fulfilling the college's educational mission. As dedicated teacher-scholars, they serve as intellectual guides and role models, providing students with the exciting learning opportunities both inside and outside the classroom that differentiate Agnes Scott from other colleges. Faculty members must have the academic training and credentials needed to successfully perform in the classroom as well as the motivation and desire to help students learn and grow. The college is committed to recruiting and retaining the best liberal arts faculty in the country. We use AAUP (American Association of University Professors) salary data to target competitive salaries for our faculty and have set the top quintile of IIB (baccalaureate) institutions' faculty salaries as our benchmark.
The staff of Agnes Scott plays many roles integral to the fulfillment of our mission. Staff members, including the senior officers, pursue strategic institutional goals and create and maintain the infrastructure that supports teaching, learning and scholarship. They also serve as mentors, advisers and role models to students. Like faculty members, staff members need to be among the finest in their professions. Each staff position has a natural "market" that can be used for comparison, which is defined as the market from which we recruit for that particular job. Within this market, the college strives to offer and maintain competitive salaries for all staff positions. This market competitiveness will be balanced with our commitment to offer all college employees a Living Wage, which we recognize may be above the market for some positions.
We recognize that it is the combined efforts of all employed by the college that enable Agnes Scott to maintain its reputation for excellence. In a small community, when even one faculty or staff member performs below the level needed, it affects many - and can have a direct impact on the quality of the educational experience. Therefore, our compensation system must support the hiring, retention, and professional development of excellent employees, and our culture must challenge them to contribute in meaningful ways to the mission of the college.
As a continuation from the May 2018 Board of Trustees meeting where they increased the living wage target from $14.56 to $15, in May 2023, the board renewed its commitment to the college's living wage policy. They increased the living wage target from $15 to $19.21 per hour for all regular full-time employees effective October 1, 2024.
The Reporting Tool will automatically calculate the following figure:
13.3 Percentage of significant contractors that pay a collectively determined or living wage
Documentation affirming that the institution has no significant contractors:
Total number of significant contractors:
Number of significant contractors known to pay a collectively determined or living wage:
Description of the methodology used to determine which significant contractors pay a collectively determined or living wage:
Contractors were not contacted to determine living wage pay.
The Reporting Tool will automatically calculate the following two figures:
Points earned for indicator PA 13.3:
Optional documentation
Additional documentation for this credit:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.