Salary Gap Research Articles

Financial Compensation of Academic Otolaryngologists in the United States: Trends and Distribution.

The aim of this study was to assess recent trends in financial compensation in the field of academic otolaryngology, and distribution based on rank, sex, race/ethnicity, and geographical regions in academic medical centers. The AAMC Faculty Salary Survey was used, which collects information for full-time faculty at US academic centers. Financial compensation data for otolaryngology faculty with MD or equivalent degree were collected from 2017 to 2023, stratified by rank, gender, race/ethnicity, and geographical region. The AAMC Faculty Salary Survey data for 2023 included responses for 1641 faculty members from academic otolaryngology departments. Median faculty compensation increased on an average 0.58%-2.81% per year from 2017 to 2023, with the greatest increase at the senior ranks and smaller increases at the Instructor rank. Male faculty members were consistently compensated more than women at all ranks throughout the study period, and the salary gap increased at the higher academic ranks. Black/African American faculty had a lower median compensation compared to White faculty at all ranks. Faculty members in the northeast region had the highest median compensation at all ranks. This study summarizes the trends of otolaryngology faculty compensation and shows persistent salary inequities at academic medical centers in the United States. N/A Laryngoscope, 2024.

Recent Trends in Academic Vs Non-academic Radiologist Compensation and Clinical Productivity.

Recent radiologist compensation and clinical productivity trends have not been well characterized, especially across academic vs. non-academic practice settings. To assess recent trends in in financial compensation and clinical productivity between academic and non-academic settings in diagnostic (DR) and interventional radiology (IR). We studied deidentified data from the Medical Group Management Association (MGMA) for both DR and IR radiologists in academic and non-academic practices from 2014 to 2023. Median, 25th and 75th percentile, and mean values were analyzed for compensation, collections and work relative-value-units (wRVUs). Compensation and productivity data were compared by radiology subspecialty (DR vs IR), practice type (academic vs non-academic provider), geographical region of the US, and practice size. Trends in absolute changes were analyzed with linear regression. The MGMA Survey data for 2023 included responses for 3769 radiologists (2883 in DR and 886 in IR). In 2023, non-academic radiologists had greater total median compensation than academic faculty in both DR (by 27%) and IR (by 32%). From 2014 to 2023, median compensation increased faster for academic DRs (3.2% annually) than for non-academic DRs (1.9% annually). In 2023, DRs produced greater median wRVUs than IRs (by 53 % for non-academic and 46 % for academic radiologists) with higher collections, but IRs had higher compensation (by 16% in non-academic and 10% in academic settings). Over the last decade, IR physician compensation increased by 3.9% and 3.4% annually for non-academic and academic IR physicians respectively while median work RVUs trended downward (by -1.5 % for non-academic and -2.4 % for academic physicians) with declining collections (by -4.4 % annually for non-academic and -2.1 % for academic physicians). Over the last decade, the salary gap between academic and non-academic radiologists has narrowed. Physician compensation has increased at a faster pace in IR, despite relatively lower clinical productivity and declining collections.

Overseas Returnee Executives and Digital Transformation of Enterprises: From the Perspective of Executive Compensation Gap and Executive Overconfidence

This article selects panel data of A-share listed companies in Shanghai and Shenzhen from 2013 to 2022, uses a fixed effects model to study the relationship between overseas returnee executives and digital transformation of enterprises, and analyzes the moderating effects of executive compensation gap and executive overconfidence. The research results indicate that overseas returnee executives can significantly promote the digital transformation of enterprises; The salary gap and overconfidence of executives play a negative moderating role in the positive relationship between overseas returnees executives and digital transformation of enterprises; Heterogeneity analysis shows that overseas returnee executives have a greater impact on high-tech enterprises, low marketization areas, and enterprises in the eastern region than on non-high-tech enterprises, high marketization areas, and enterprises in the central and western regions. To better solve the problems of "not being able to transform", "unwilling to do", and "afraid to transform" in the process of enterprise digital transformation, firstly, it is necessary to effectively utilize the high-quality human resources of overseas returnee executives and provide them with reasonable care and support to better play their role; The second is to optimize the executive compensation structure and strengthen the correlation between compensation and performance; The third is to pay attention to leadership training and psychological counseling for executives, and ensure objective analysis and sufficient discussion in the decision-making process of digital transformation.

Academic Radiology Physician Financial Compensation in the United States: Trends and Distribution.

Background The overall trends in academic radiology physician compensation are not well studied. Purpose To assess recent trends in academic radiology financial compensation and distribution based on rank, gender, race/ethnicity, and geography in U.S. medical schools. Materials and Methods This secondary analysis used deidentified data from the Association of American Medical Colleges (AAMC) Faculty Salary Report, which collects information for full-time faculty at U.S. medical schools. Financial compensation data for full-time academic radiology faculty was collected from 2017 to 2023, stratified by rank, gender, race/ethnicity, and geography. The faculty salary report includes median, 25th, and 75th percentile compensation values for each rank, which were used to analyze trends with linear regression. Median compensation values were used to compare groups based on gender, race/ethnicity, and region. Results The AAMC Faculty Salary Report data for 2023 included responses for 5847 faculty members across all radiology departments, including 306 instructors, 2758 assistant professors, 1409 associate professors, 1004 full professors, 226 chiefs, and 144 chairs. On average, median faculty compensation increased by 2.6%-4.4% per year from 2017 to 2023, with the greatest increase (by 4.4% per year) at the instructor level and smaller increases (3.4%-2.6%) at the more senior ranks. Male faculty members were consistently compensated more than women at all ranks throughout the study period. The overall salary gap remained at 6% ($455 000 for women vs $483 000 for men) throughout the study period but increased numerically from $24 000 in 2019 to $28 000 in 2023. Black/African American faculty had a lower median compensation compared with White faculty (by 4% overall; $452 000 for Black/African American faculty vs $472 000 for White faculty) at all ranks except at professor rank. Instructor compensation in the Northeast region was substantially higher (by $278 000) than other regions, but this geographic differential did not exceed $35 000 at other ranks. Conclusion This study summarized the trends of full-time academic radiology faculty compensation and showed persistent salary inequities that should be addressed as part of a broader drive to increase diversity, equity, and inclusion. © RSNA, 2024 Supplemental material is available for this article.

The Relationship between Corporate Governance, Employee Salaries, Salary Gaps and Financial Performance

The Relationship between Corporate Governance, Employee Salaries, Salary Gaps and Financial Performance

Understanding the salary gap between academic faculty and top administrators: a New Public Management perspective

ABSTRACT Do university administrators receive significantly higher remuneration than faculty members? Can the adoption of New Public Management (NPM) principles in higher education governance contribute to a more equitable allocation of resources? This study aims to address these questions by examining a sample of Russian public universities from 2018–2021. The analysis focuses on the salary gap between university administrators, specifically rectors and vice-rectors, and faculty members. The study explores both institutional and leader-related factors that contribute to this salary gap. While NPM proposes the implementation of incentive contracts and control mechanisms to enhance organisational performance, the findings indicate that the salary gap is more pronounced in research-oriented universities. These results suggest that top-level managers are rewarded for the exceptional performance of faculty members, which contributes to an increasing income disparity that may adversely affect perceptions of fairness within higher education organisations.

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Mandatory FAFSA states fare better Study finds salary gap for STEM doctorates with disabilities Free tuition to medical school

Challenges of empowering gender equality in the small and medium enterprises of the Republic of Kazakhstan

This article explores the multifaceted challenges of fostering gender equality within Small and Medium Enterprises (SMEs) in Kazakhstan, with a detailed examination across the insurance, IT, marketing, and automotive sectors. Employing regression analysis, the study meticulously investigates the influence of gender on several professional dimensions: leadership roles, salary disparities, and marital status. The findings reveal distinct patterns of gender inequality across the industries. In the insurance sector, female leaders are notably compensated less than their male counterparts, highlighting a direct salary gap influenced by gender. The IT industry is characterized by a pronounced shortage of female professionals, attributed to prevailing stereotypes regarding gender suitability for technical roles. Although the marketing industry exhibits a comparatively smaller wage gap, it still struggles with underrepresentation of women in leadership positions. The most stark inequality is observed in the automotive industry, where women not only receive lower salaries but are also subjected to diminished professional privileges, underpinned by perceptions questioning their capabilities. The study underscores the critical need for targeted interventions by both the government and corporate sectors to mitigate these disparities. It advocates for the implementation of comprehensive measures, including specialized training programs for female leaders, alongside policies that ensure equitable pay and opportunities. This research contributes to the broader discourse on gender equality, urging for a strategic and collaborative approach to dismantle the systemic barriers that women face in Kazakhstan's SME landscape.

Study finds salary gap for STEM doctorates with disabilities

A study analyzing data from over 80,000 U.S. doctoral graduates in science, technology, engineering, and medicine reveals that scientists with disabilities earn approximately $14,000 less annually than scientists without disabilities (https://bit.ly/3SrLlxE). The study, led by researchers at the Johns Hopkins Disability Health Research Center, used data from the 2019 Survey of Doctorate Recipients. The study analyzed information from individuals who obtained research doctorates between 1973 and 2017.

Perceptions regarding the impact of gender on training and career advancement among gastroenterologists in India and other South Asian countries.

There are limited studies on the impact of gender on training and career advancement in gastroenterology. The aim was to study this impact and understand the perceptions of work-life balance and beliefs regarding gender dynamics among gastroenterologists in India and other South Asian countries. A web-based survey was conducted among trainees and attending physicians in South Asia from November 15, 2021, to March 30, 2022. The survey instrument had four components: demographic features, training, career advancement and work-life balance. As many as 622 gastroenterologists completed the survey, of which 467 responses were from India (mean age: 41.1years; females: 11.5%). A higher proportion of female respondents from India believed that gender bias in recruiting and training had negatively impacted their careers (40.7% females vs. 1.5% males). Radiation hazard for fertility (11.1% females vs. 1.9% males, p < 0.001) and as a health concern (14.8% females vs. 5.1% males, p = 0.005) were significant career deterrents for females. A higher proportion of female participants from India faced a career interruption (59.3% females vs. 30.3% males, p ≤ 0.001). Common reasons were pregnancy (37%) and childcare provision (25.9%). More females believed that women were more productive than men (40.8% females vs. 16.9% males, p < 0.001) and that a salary gap existed (44.7% females vs. 29.1% males, p < 0.001). The incidence of self-perceived burnout was 63% among females and 51.6% among males (p = 0.115). Gender-related factors impact the training and career of female gastroenterologists.

Study finds salary gap for STEM doctorates with disabilities

A study analyzing data from over 80,000 U.S. doctoral graduates in science, technology, engineering, and medicine reveals that scientists with disabilities earn approximately $14,000 less annually than scientists without disabilities (https://bit.ly/3SrLlxE). The study, led by researchers at the Johns Hopkins Disability Health Research Center, used data from the 2019 Survey of Doctorate Recipients. The study analyzed information from individuals who obtained research doctorates between 1973 and 2017.

Migration, Remittances, and Local Development in Moldova

Remittances and know-how transfer play a significant role in economic development in countries with high out-migration, and Moldova, in this regard, has been abundantly studied. In our research, we tried to assess the influence of remittances and knowledge transfer on local development from the point of view of migrants’ families, local entrepreneurs, and stakeholders. We used the empirical data obtained from a nationwide survey of about 600 rural households whose members experienced international migration and from the interviews with stakeholders and focus groups with farmers’ attendees. The results revealed that remittances often support the household's budget, covering the salary gap, and contribution on initiation of the local businesses. To encourage the investment of remittances in local infrastructure and entrepreneurship, the government launched several programs that aim to subsidize migrants’ business incentives. However, the results show that migrants prefer to invest in improving living conditions and are more reluctant to invest in their own businesses, either because of the lack of a market or because of institutional mistrust. The local authorities acknowledge the importance of remittances on local development, but at the same time, they are concerned about the demographic resilience of the localities and emphasize the lack of labor force caused by migration. In the context of labor shortage, entrepreneurs in the agricultural field admit that they have to improve the technology of production processes but also adapt their field of activity to one that requires less intensive manual work. The obtained results contribute to a better understanding of the influence of remittances on migrants’ households and local development.

Что ESG-отчеты компаний говорят о текучести кадров?

The interrelation between employees’ satisfaction with work and company’s staff turnover rate has aroused discussions since last century. Nonetheless, plenty of works in this field are based on surveys conducted among staff. However, it is even more interesting whether official reports of companies might give us useful information about factors which affect staff turnover. This research aimed to estimate which factors represented in ESG-reports of different companies have the highest correlation with employees’ turnover rate and, thus, might be predictive metrics for CEOs to forecast potential staff turnover rates. The results of the study demonstrate that indicators from official ESG-documents have very low correlation with published turnover rates, thus, it is hard to measure turnover rates in the future based on the given data. Nonetheless, based on the results of this study, employees Net Promoter Score (eNPS) has the strongest connection with turnover rates, thus, subjective metrics measuring satisfaction of employees with their occupation might give more information about possible turnover intention than objective ones such as salary gap, injury rate and average training hours. Such a result might be interpreted in the following way: subjective feeling of satisfaction plays primary role in the question of occupation change in most of the cases.

Cybersecurity Students’ Interest in Government Careers: Impact of Demographic Characteristics and Job Dynamics

A critical shortage of cybersecurity talent exists in the United States. The lack of personnel has resulted in increased competition for the cybersecurity professionals. As the field of cybersecurity has evolved, a significant salary gap has surfaced between public and private employers. With private employers paying higher salaries, it has become harder for government agencies to hire cybersecurity professionals. Different policies and programs have been developed by government agencies to address this barrier. The current study examines the employment goals of a sample of cybersecurity students (n = 156). Specific attention is given to the types of employers students want to work for as well as how students rate the importance of different job dynamics. A sizeable number of the students (n = 90) expressed interest in working in public service. Job dynamics most important to students included being treated with respect, having job security, knowing expectation, safety, and opportunities for improvement. The results show significant demographic dissimilarities as well as differences in the ways that public service-oriented students (versus students seeking careers with private companies) rated job dynamics. Bivariate analyses showed that female and first-generation cybersecurity students were more likely to express interest in public service careers, as were juniors, seniors, and graduate students. In addition, students whose mother worked for the government were more likely than students whose mother worked for a private company to express interest in working in public service careers. Multivariate analyses confirmed these results. Female cybersecurity students also rated the importance of job security, mission attainment, personal empowerment, teamwork, commitment to representation, and personal empowerment higher than male cybersecurity students. Those who expressed interest in working in public service careers rated the importance of personal empowerment, collaboration, and physical conditions higher than those seeking careers in private industry.

Mixed-ownership reform of SOEs and ESG performance: Evidence from China

Practicing the paradigm for sustainable environment, society, and governance (ESG) in the mixed-ownership reform (MOR) of state-owned enterprises (SOEs) is a new opportunity for emerging economies to participate in global governance. Therefore, the impact of the MOR on the ESG performance system of SOEs was studied from different measurement perspectives using the panel data (2009-2020) of 643 listed SOEs in China. The results show that the MOR significantly improves the comprehensive ESG performance and that in different branches of SOEs, especially SOEs with large capital scale, large numbers of employees, low degree of financialization, and high environmental sensitivity. In addition, mechanism analysis results show that MOR could stimulate ESG performance through the dual-resource path of capital and labor. However, the management greatly increases its incomes from the improved payroll cost, widening the salary gap within SOEs and leaving the social stratification trap. Further analysis found that the “tunneling” behavior by state-owned major shareholders during the MOR have a U-shaped or J-shaped influence on ESG performance in multiple fields. At the same time, the incentives for ESG performance by non-state shareholders were weakened by financialization, while their appointed directors, supervisors, and senior executives (ADSE) did not stop the behavior of transforming the economy from substantial to fictitious. This paper not only provides empirical evidence on sustainable practices of SOE reforms in countries with emerging economies but also digs deeper into the root causes of risks and resistance. These studies with moral and ethical overtones are overlooked by scholars and stakeholders concerned with MOR.

DUE DILIGENCE AND DECENT WORK. SPECIAL REFERENCE TO LABOUR LEGISLATION IN VALUE CHAINS

In recent decades, the agricultural world has changed, in this new context, international food companies are organized around a global production network. One of the main factors for the introduction of a more decentralized and flexible food and agricultural system was the wage gap between actors from the Global North and the Global South. This study analyzes the effectiveness of the action of control mechanisms in relation to the protection of workers' rights in multinational companies in Spain with special reference to the value chain of the agricultural sector. In particular, the working conditions of workers in food companies will be analyzed, analyzing the inequalities between the different groups of workers, paying special attention to immigrants and women, thus analyzing possible differences, contractual irregularities and salary gaps. Therefore, the article invites us to reflect on the need to implement new control mechanisms and regulatory instruments that intervene to correct the distortions in the agricultural labor market and the imbalances in the working conditions of these groups with the aim of contributing to a transformation of agricultural work through social strategies.

Analysis of Gender and Race in Pharmacy Faculty and Administrators

ObjectiveThe objective of this report is to identify and characterize the relative likelihood of women and racially minoritized pharmacy faculty being promoted, advancing within leadership roles, and earning comparable salaries. MethodsData from the 2010–2021 American Association of Colleges of Pharmacy Profile of Pharmacy Faculty surveys were analyzed to compare odds ratios for promotion, leadership roles, and salary gaps of pharmacy faculty according to race and gender. Changes in the odds ratios over time were characterized by linear regression and predictions about when and if equality would be achieved according to current trends were calculated. ResultsCompared to White male counterparts, faculty identifying as women, Black, Hispanic, or Asian had a significantly lower odds ratio of promotion to associate or full professor. Women and Asian faculty also had a lower likelihood of promotion from assistant to associate or Chief Executive Officer (CEO) dean. No demographics studied were more likely than White men to advance in rank or attain associate or CEO dean leadership positions. Furthermore, negative salary gaps for women emerge after promotion from assistant professor, becoming significant and continuing to widen at the associate (−$20,419) and CEO dean (−$37,495) level. ConclusionDespite attention to matters of diversity, equity, and inclusion, female and racially minoritized faculty continue to experience lower rates of promotion, leadership advancement, and wages compared to White male colleagues. These results have negative consequences for recruiting and retaining talented faculty and students, and compromise the benefits that a diverse faculty is known to provide on student learning outcomes.

Access to emergency care in Egypt: Tiered health care and manifestations of inequity

Market-driven health care reforms and development strategies continue to drive the privatization of health care services across the world. When these measures are implemented, large disparities emerge and are maintained. Using a modified version of the access to care framework developed by Penchansky and Thomas, this paper examines the manifestations of inequity between private for-profit and public emergency care in the Greater Cairo Region and Asyut, Egypt. In-depth interviews with physicians working in both sectors reveals stark disparities in access between these two health care sectors in Egypt. Access issues identified include unaffordable care in the private sector, unavailable medical supplies and overcrowding in public hospitals, as well as a salary gap that drives health care workers from public to private practice, creating staffing shortages in public hospitals. The manifestations of these inequities are often severe, usually tangible, and according to health care providers, embodied in the experiences of service users.

Reverses in Gender Salary Gaps Among STEM Faculty: Evidence from Mean and Quantile Decompositions

Abstract This research examines the gender salary gap in STEM and nonSTEM disciplines at a public research university. We estimate earnings regressions for female and White male faculty members as a whole as well as for those working in STEM departments. Controlling for productive characteristics and field salary differentials, we perform mean and quantile decomposition analyses to identify potential salary inequities. We observe no gender salary gap for analyses of mean or median monthly salary. However, our salary quantile analyses for STEM departments indicate there are positive effects for women in top quantiles and negative effects for women in low quantiles compared to White male peers, other things equal. This implies that highly paid female academics working in STEM departments were better rewarded than their White male peers, but female academics at the lower end of the salary distribution were not paid on par with their White male peers.

INVESTIGATING RACIAL SALARY DISCRIMINATION AND THE ROLE OF BARGAINING POWER: EVIDENCE FROM THE NBA

This paper investigates racial salary discrimination by analyzing an NBA dataset from 1985 to 2022. My findings reveal that non-white players receive around 10% lower remuneration than their white counterparts, after accounting for the player, team and consumer attributes. I investigate this salary gap, indicative of discrimination against black players, by studying the salary contracts under which players possess different levels of bargaining power. I find that this earning shortfall is strongly persistent under contracts where employers have monopsony and oligopsony power, suggesting that slight relaxation of the competition in the contracting environment cannot alleviate the discrimination. Nevertheless, discrimination is eliminated when players are signed under contracts that are protected by the collective power of a union. In addition, I discover that a negative demand shock (proxied by COVID-19) and a negative supply shock (proxied by lockouts) amplify this racial discrimination.