Abstract
The issue of sex discrimination in faculty employment has become a prominent legal and political concern, necessitating the development of objective empirical methods to determine the existence of patterns of discriminatory treatment. In this study, regression techniques are employed to apply the equal pay for equal work interpretation of the fair employment doctrine. Specifically, faculty promotion and salary policies at the University of Texas at Austin are analyzed to determine whether male and female faculty members are rewarded equally for equal academic qualifications and performances. This regression analysis tends to support the discrimination hypothesis with respect to both promotion and salary policies.
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Buzan, B.C., Hunt, T.L. Evaluating faculty performance under the equal pay for equal work doctrine. Res High Educ 5, 113–123 (1976). https://doi.org/10.1007/BF00992006
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DOI: https://doi.org/10.1007/BF00992006