University of Texas Rio Grande Valley
PA-5: Assessing Diversity and Equity

In parallel with similar efforts at other University of Texas System campuses, the University of Texas Rio Grande Valley (UTRGV) sought to understand the equity of its pay practices, specifically in relation to gender. UTRGV requested the assistance of Huron Consulting to carry out a Statistical Analysis of Gender Equity in Faculty Salaries. Huron had previously worked with the University to develop its compensation philosophy and approach for staff positions and, at the time of this study, had already completed an initial analysis of faculty salary. The purpose of this study had two goals. The first was to evaluate whether gender as a variable had any statistically significant relationship with base salary at UTRGV. Gender is coded as female/male. Currently, these only gender identity response options captured on the forms completed at time of hire. If any impact was found, the analysis would isolate additional characteristics, such as College, that contribute to salary imbalance in order to narrow scope of the variation. While statistics allow an overall evaluation of variation or imbalance, they do not evaluate whether differences are the result of discriminatory practices. Legitimate compensation administration practices could yield statistically-significant variation. This analysis does not identify gaps at the individual level, and no recommendations regarding individual salaries are proposed herein. Also, while other demographic variables were included as controls (Age, Ethnicity), the focus of this analysis was on impact of gender. Multiple factors influence an individual faculty member's current salary: discipline, career focus, salary history, performance history, and even resources available at time of hire. Some of these factors can be controlled for in a statistical analysis while others cannot. The purpose of using quantitative methods is to identify issues, if any, and prioritize focus for additional analysis. The Huron Statistical Analysis of Gender Equity in Faculty Salaries Process: The analysis used data pulled in October 2015 which included information on 884 faculty members (non-tenure track and tenure-track). Variables included: Gender Base Salary Ethnicity Age Job title College Department Date of hire Campus of hire Exceptional faculty status (distinguished faculty hired to strategically advance particular programs or disciplines or who had salaries impacted by previous administrative appointments). Given current data limitations, some additional variables were not included. As noted previously, variations in performance evaluation methods prevent it from being used as a variable. Also, while the university has data on date of hire to UTRGV, data related to time in a particular rank exists only within individual faculty files. For example, an individual could have been at the assistant professor rank at another institution for several years before coming to UTRGV in that same rank. That length of experience by rank is not systematically captured. The quantitative analysis was completed using one way analysis of variance (ANOVA) to measure the main relationship of gender with salary. ANOVA is a statistical method used to assess the difference between two or more means. This is completed by computing the difference between each data point and the grand mean and then summing all of these differences. The assumption is that the salary means across genders will be equal and ANOVA determines whether or not this is the case and if gender as a variable is the source of the difference. Additional ad hoc testing was completed to ensure that additional variables were not related to salary differences. Adhoc tests were completed by running univariate general linear models (GLM). GLM is an extension of regression models where the role of multiple independent variables can be assessed at once. This analysis evaluates the relationships between variables to explain any variability in a model. In addition to the above diversity and equity assessment, the Office of Accreditation and Assessment conducts regular assessment initiatives at every level of the university to ensure that colleges, departments, and programs provide a high quality education while also meeting SACSCOC Principles of Accreditation. Assessment initiatives also help sustain the continuous improvement of administrative services and university operations to better serve the needs of the university community, including underrepresented groups.

The 349 female faculty had an average salary (mean) of $64,564 (SD $19,020), whereas the 535 male faculty had an average salary (mean) of $72,668 (SD $22,283). At the aggregate level, the relationship of gender and pay showed statistical significance, though subsequent analysis demonstrated that this effect was isolated to only certain titles and certain Colleges. Ad hoc analyses were completed to control for age, ethnicity, date of hire, campus of hire, and removal of exceptional faculty salaries. There was no change in significance levels when controlling for these variables. The analysis highlights the importance of a comprehensive, long-term faculty compensation strategy. UTRGV has already begun to develop this approach. An updated market analysis will provide an understanding of how all faculty salaries relate to their relevant markets. Moreover, a faculty compensation philosophy will define the mechanisms and processes for maintaining competitive, equitable compensation going forward. UTRGV president Guy Bailey wrote in a notice sent to faculty and staff in June (as reported by local newspaper, the Valley Native Star), “As a down payment on this commitment and assuming we meet our enrollment projections, next fiscal year we will allocate more than $3M in compression and equity adjustments and merit increases to faculty and staff.” (http://www.valleymorningstar.com/news/local_news/article_6823955a-5c45-11e6-b1b2-a34735abf5ea.html)

The Huron Statistical Analysis of Gender Equity in Faculty Salaries at UTRGV is available to all members of the public in entirety via pdf. https://assets.documentcloud.org/documents/3006362/UTRGV-Gender-Survey.pdf The Office of the President announced in a Message from the President (http://www.utrgv.edu/en-us/about-utrgv/office-of-the-president/presidents-message/2016/february-19-2016/) that Huron and the Offices of Human Resources and Academic Affairs were in the final stages of a UTRGV salary study. Reads the message, "The results will include a determination of the competitive status of job titles in comparison to their applicable labor market and peer institutions, as well as a comparison within UTRGV based on internal and gender equity." Additionally, local newspaper The Monitor ran a story about UTRGV's financial situation, mentioning the Huron study underway (http://www.themonitor.com/news/education/utrgv-officials-release-further-details-on-salary-increases/article_f9f7d7c8-b5e3-11e6-90f6-3f4a9ea1056c.html) as did local newspaper The Valley Morning Star (http://www.valleymorningstar.com/news/local_news/article_6823955a-5c45-11e6-b1b2-a34735abf5ea.html). Reports the Morning Star, "The survey, conducted by Chicago-based Huron Consulting Group, focused on whether gender had any impact in base salaries at UTRGV. On average, the survey found that men make a median salary of $67,464 while women make $59,253. Bailey said this is part of larger study into salaries across the university that is expected to be completed within the next few months, but the university specifically requested a study focusing solely on gender equity. University officials plan to set aside $3 million from the next fiscal year’s budget, which starts in October, for salary adjustments and pay raises solely for faculty and staff, excluding administrators at the dean level and above. Student newspaper, the Rider, also ran a story featuring some of the Huron study's results (http://www.utrgvrider.com/faculty-salary-adjustments-in-progress/).

The diversity and equity assessments conducted at UTRGV work towards the sustainable development goal of Gender Equality, Reduced Inequalities, and Decent Work and Economic Growth by closing the gender gap, reducing inequalities among diverse groups, and promoting employment and decent work for all.