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Findings across the reports show discrimination ranging from about 3% to 8%, consistent with prior published research. The studies differ substantially in which variables are selected and how salary differentials are modeled. The analysis highlights weaknesses in single-equation approaches, where potentially biased variables may also contain information explaining legitimate pay 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Canadian Universities*\n\nJAMES M.DEAN+&RODNEYA.CLIFTON+  \n## Abstract\n\nThis paper reviews five reports measuring discrimination in salaries betweenmales and females at Canadian universities.All find some discrimination (3%to 8%),a result in accord with published research on the same topic.However,the approaches taken are quite different,often reflecting controversial decisionsover which variables would be included to explain salary differentials.Weexamine the strengths and weaknesses of these reports.In particular,the focuson single equation models is a problem since some of the controversial vari-ables,which may be biased by discrimination,also contain some informationwhich explains legitimate differences in salaries.Our review suggests that manyof the models are probably misspecified.We conclude with a call for universi-ties to collect the information which is required to complete these studies expe-ditiously and accurately.  \n## Résumé\n\nCe article fait I'examen de cinq rapports portant sur I'équité salariale dans lesuniversités canadiennes.Tous les rapports documentent Iexistence d'écartssalariaux(entre 3 et 8%)qui refletent les écarts généralement recensés dans lesécrits sur le sujet.Cependant,ces résultats reposent sur des approchesméthodologiques très différentes qui témoignent de décisions controversees  \nayant trait à la sélection des variables pouvant expliquer les écarts salariaux.L'étude analyse les forces et les faiblesses des approches utilisées.Enparticulier,le choix de modeles à une seule equation pose problème puisquecertaines variables sélectionnées peuvent à la fois décrire des différencessalariales discriminatoires et contenir de I'information permettant d'expliquerdes écarts légitimes de salaires.Notre analyse suggère donc que plusieursmodeles ne permettent pas dexpliquer adequatement les écarts salariaux et queles universités concernées devraient rapidement faire la collecte d'informationssupplémentaires pertinentes pour compléter les études déjà réalisées.  \n## Introduction\n\nThis paper is an evaluation of pay equity studies in Canadian universities.Payequity is interpreted as the concern that faculty associations,administrators,andfaculty members have with ensuring that females are paid equally to males withcomparable qualifications and experiences.There appears to be a consensusamong these various groups that pay equity is an important goal to be sought,and a priority among the competing demands for discretionary funds that areavailable.  \nA number of universities have attempted to identify the existence and sizeof the inequities in salaries between male and female faculty members.Studiesfrom a few universities have been published,but the majority of studies havenot,and they are often unavailable to other researchers.This is unfortunatesince the unpublished studies reveal a great variation in how they estimate thesize of pay inequities.In this paper,we examine five recent reports on payequity from Canadian universities.In each study,the goal was the same,but themethods of calculating differences in salaries were different.  \nNo doubt,it is reasonable to assume that legitimate differences in salariescan arise from differences among individuals and differences between groups.Itis less clear what these legitimate differences are,and how they should be con-sidered.On these two issues,the five reports vary considerably.Thus,we con-sider these reports in light of the published literature that evaluates the existenceand magnitude of inequities in salaries.The published literature has shown thata number of factors other than gender(e.g.,discipline,highest degrees,publica-tions,and experience)explain some of the differences in salaries between maleand female faculty members.  \nIn the next section of this paper,the five reports are outlined,emphasizin","cbCaiviLFvi5nv3d","https://ap.wps.com/l/cbCaiviLFvi5nv3d","pdf",867757,28,"English","# Abstract\n# Introduction\n# Five Reports on Pay Equity in Canadian Universities\n## Concordia University (1991)","[{\"question\":\"What do the five Canadian university pay equity reports conclude about discrimination?\",\"answer\":\"All five reports document some salary discrimination between males and females, with estimates roughly in the 3% to 8% range.\"},{\"question\":\"Why do the approaches in the five reports differ?\",\"answer\":\"They differ in how they calculate salary differences, including which variables are included and how those variables are incorporated into analytical models.\"},{\"question\":\"What major modeling concern does the evaluation raise?\",\"answer\":\"The evaluation argues that focusing on single-equation models is problematic because controversial variables may be biased by discrimination while also carrying information about legitimate salary differences.\"}]","An Evaluation of Pay Equity Reportsat Five Canadian Universities - Academic paper review | PDF",1792084521,71]