One way to measure the gender gap in higher education is to look at the higher education leadership teams and ask some specific questions: Are there women in the ranks? And how many of them are not white?
ON Report published on Wednesday by the Eos Foundation, a private charity, uses a different measure of who has power on a college campus. It examines who has the 10 highest-paying jobs at the best research universities in the country.
One important finding is that women are particularly absent among these top earners. This is even more true of women of color, according to the American Association of University Women report.
"Higher education is not just a moral example, we believe that it could and should be the first sector in our economy to achieve gender equality and a fair representation of colored people at the top," said Andrea Silbert, President of Eos Foundation. "We use money as a proxy for position and power."
"The Power Gap Among Top Earners at America's Elite Universities" reflects the latest publicly available data on more than 2,000 top earners at 130 colleges listed in the top tier of Carnegie Classification research universities. The data is divided into three groups: core employees (mainly presidents, provosts, deans, faculties and administrative directors); Positions in the medical center (minus health officers and deans of the medical school – they are part of the core); and all employees who work in athletics.
The report, which is part of the foundation's Women & # 39; s Power Gap Initiative, describes how higher education has no shortage of women. Most bachelor, master and doctoral degrees go to women – and have been for years. And 60 percent of women occupy occupations in higher schools. But that didn't result in top pay for her, said Silbert.
Women were 24 percent of the top earners in the core group of employees, and only 18 percent of them held the highest paid position in their institution. The proportion of women among the top earners in medical centers was even lower at 12 percent. Which group of employees fared worst for women? Athletics.
Among the regular employees, women with color were just over 2 percent of the top earners. "It's worse than we expected," especially when the high Ph.D. Reaching women with skin color is taken into account, said Silbert.
An example of the struggle for women with color is illustrated in the report by the story of Anita LaFrance Allen, vice provost of the University of Pennsylvania faculty. Allen, a black woman, spoke about how she "stood firm" after receiving opposition from the institution for the salary she would need to take the job. "I've bargained fiercely and I'm proud to have helped other women and people of color do the same," said Allen, also a professor of law and philosophy.
The report found that 11 institutions – five of them private – had gender equality among top earners in key positions. Eight others, all but one in public, did not have high-paid permanent employees who were women.
"There are a lot of subconscious prejudices about what a top earner looks like," said Silbert. “The good news is that there are some schools that are doing well. And they really meant it. It is not a coincidence. "
(tagsToTranslate) Eos Foundation (t) Andrea Silbert (t) American Association of University Women (t) University of Pennsylvania (t) Anita LaFrance Allen (t) Faculty Life (t) Scholarship and Research