One question clarifies all the follow-on questions that might be asked: If there is no wage gap, will the Grievance Industry be satisfied and be
Simply comparing wages for a position by sex, age, and ethnicity is misleading.
Considering the following:Associate professor position:White,
Male, 38 makes 78,500 annuallyBlack, Male, 42 makes 64,800 annuallyIt looks like there is a major issue here. But now add two more data
points. Education, and experience, and lets see how this looksAssociate professor positionWhite, Male, 38, Doctorate in subject
matter, 10 years teaching since getting PHD - 78,500 annuallyBlack, Male,
42, Doctorate in a related but different subject matter, 2nd year teaching since
getting PHD - 64,800. In the second scenario, the discrepancy no
longer seems inappropriate.Now, there may yet be underlying issues
that still need to be addressed as to why the Black male didn't get his PHD
until he was 39 verses the While male getting his PHD at 27 and has been
teaching since. Perhaps the Black Male, worked in the private or government
sector for 20 years in a totally different discipline and got his PHD in his off
hours. But to tell one that you are going to get a paid at a certain
rate or not strictly based upon your social classification, we need to make sure
this doesn't happen.
The "gender wage gap" continues to be a controversial issue. In Utah
there are some key factors of choice that factor into the wage gap, primarily
the decision that many women make to drop out of the workforce to bear and raise
children. Later, when returning to the workforce, they are often paid less than
their male counterparts due to their lack of employment continuity or fewer
years of relevant job experience. It has also been noted that in some fields
male employees work longer hours than their female co-workers as they don't
have primary responsibility for caring for their children. This can lead to the
impression that the guys are more dedicated to their jobs.Which is
not to say that there isn't some lingering gender bias, a holdover from the
days when men were paid more because "they had to support a family."
Candidly, one might ask if when comparing two equal job candidates--one male,
one female, both of whom are likely to become parents to children during the
term of their expected employment--whether gender is a relevant factor. I hope that the data and subsequent analyses of the wage info is
presented accurately and not slanted with the typical cause-driven bias.
Not good timing. DN publishes one article about regent complaints on tuition
hikes and this one at the same time. Let's see how many more ways these
institutions can come up with to soak Utah taxpayers.
Hmmmm, we're seeing fewer and fewer men entering college every year vs
women... Does that mean that we should be giving men a higher preference in
hiring at Utah universities?
Regents- Please tell us who will be held accountable for "A 33-year-old
Utah State Board of Regents policy on women and minorities in faculty and
administrative positions that's been on the books but apparently never
acted on..."What other 20-30 year old policies have been adopted
but never acted on? Who is responsible for failing to carry out your policies?