The Effect of Disaggregation on Measures of Wage Discrimination in Academia
Statistical tests for the presence of sex, race, or ethnic based wage discrimination within a large organization can obscure discrimination within individual sectors of that organization, especially if the sectors have relatively few members of the minority group. As a result, if a large organization has units that operate at least semiautonomously, testing for discrimination in the organization as a whole may be neither appropriate nor sufficient. Yet this is what is generally done. A case study of a university is used to illustrate the potential sensitivity of measures of wage discrimination to the level of aggregation chosen for study.
Volume (Year): 16 (1990)
Issue (Month): 1 (Jan-Mar)
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- Marianne A. Ferber & Jane W. Loeb & Helen M. Lowry, 1978. "The Economic Status of Women: A Reappraisal," Journal of Human Resources, University of Wisconsin Press, vol. 13(3), pages 385-401.
- Megdel, Sharon Bernstein & Ransom, Michael R, 1985. "Longitudinal Changes at a Large Public University: What Response to Equal Pay Legislation?," American Economic Review, American Economic Association, vol. 75(2), pages 271-74, May.
- Hirsch, Barry T & Leppel, Karen, 1982. "Sex Discrimination in Faculty Salaries: Evidence from a Historically Women's University," American Economic Review, American Economic Association, vol. 72(4), pages 829-35, September.
- Johnson, George E & Stafford, Frank P, 1974. "The Earnings and Promotion of Women Faculty," American Economic Review, American Economic Association, vol. 64(6), pages 888-903, December.
- Marianne A. Ferber & Michelle Teiman, 1980. "Are Women Economists at a Disadvantage in Publishing Journal Articles?," Eastern Economic Journal, Eastern Economic Association, vol. 6(3-4), pages 189-193, Aug-Oct.
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