Gender Based Differences of Performance and Pay Among Agricultural Economics Faculty

Abstract

In 1998, the Committee on Women in Agricultural Economics (CWAE) began a tracking project to more closely examine and report on issues and trends in the agricultural economics profession. This study presents results on performance and pay among academics, focusing on differences across genders. Experience and refereed journal articles appear to have the greatest affect on salary differences. Discussion on several academic issues of debate, including nine- versus eleven-month appointments and workload expectations, is also presented. erit evaluations and pay raises may be the most critical decision points for academic administrators and faculty who hope to equitably treat colleagues and maintain high morale. It is not clear that all agree on what constitutes superior academic performance. Aside from differential expectations, there may be significant differences in salary based on the appointment mix of professionals (research, teaching, extension, and administration). This study presents salary and performance findings from the 1998 Committee on Women in Agricultural Economics (CWAE)/American Agricultural Economics Association (AAEA) Tracking Survey, focusing on academic agricultural economists by rank, experience and gender. Since 1998 was the first sampling in the tracking survey, there is no analysis of trends, progress, or retention. Rather this study presents a snapshot of the current status of the profession. As a benchmark, generalized position, performance, and salary data are presented for the entire sample of agricultural economists.1 The American Agricultural Economics Association Employment Services Committee of the (AAEA-ESC) conducts regular surveys of all academic departments to determine important trends (Etheridge; Marchant and Zepeda; Zepeda and