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Nebraska’s Superintendent Pay Transparency Act is positioned as a mechanism to increase visibility into contract publication and compensation practices, enabling data-informed dialogue on pay disparity in the rural Midwest.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & 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problem does the document address regarding superintendent pay?","Question",{"text":63,"@type":64},"It addresses persistent salary differences between male and female superintendents that begin early and continue to grow during employment, highlighting gender inequity in resources and compensation.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What role does negotiation play in closing or reinforcing pay disparity?",{"text":68,"@type":64},"Negotiation is presented as an opportunity to improve salaries, benefits, and careers, but research cited indicates women negotiate less often, with less confidence and lower goals, which can lead to lower incomes.",{"name":70,"@type":61,"acceptedAnswer":71},"How does Nebraska’s Superintendent Pay Transparency Act relate to the proposed solution?",{"text":72,"@type":64},"The act sets expectations for publishing superintendent contracts, providing visibility into compensation practices and supporting analysis that may be used to inform 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Blaha  \nSouth Dakota Department of Education  \nDavid De Jong  \nDakota State University  \nSalary differences between male and female superintendents start at the beginning of their careers and continue throughout employment (Biasi & Sarsons, 2022; Blau & Kahn, 2017). This practice draws attention to the lack of gender equity, as evidenced by the unequal distribution of power, wealth, and benefits between males and females employed in this profession (Parmer, 2021). Salary negotiations provide an opportunity to improve resources, tasks, and monetary compensation (Sӓve-Sӧderbergh, 2019). While men readily self-promote and negotiate, women are less likely to engage in these practices (Northouse, 2019). Literature suggests five topics attributable to women’s performance during negotiations: gender differences, beliefs, relationships, norms and stereotypes, and other reasons (Kugler et al., 2018; Odell, 2020; Reif et al., 2019; Reyes et al., 2021; Seligman et al., 2018; Stevens & Whelan, 2019). Addressing strategies associated with gender differences and their impact on negotiations is beyond the scope of this brief. However, it is appropriate to examine salary transparency as a potential solution to the issue of pay disparity. Nebraska’s Superintendent Pay Transparency Act (NSPTA) establishes stipulations and expectations regarding the publication of superintendent contracts (Gessford, 2014), providing visibility into compensation practices for the profession. Other Midwest states do not have such a robust policy.  \nKeywords: Salary negotiations, salary differences by gender, pay disparity  \nEducation Leadership Review, Volume 23, Number 1, Fall 2022 105  \nSalary differences of females compared to their male counterparts start at the beginning of their careers and continue to grow over their years of employment (Biasi & Sarsons, 2022; Blau & Kahn, 2017) . According to Kugler et al. (2018) and their meta-analysis of the literature associated with gender differences in negotiations, the impact gender has on negotiations highlights the inequality of resource distribution while also reinforcing the gender wage gap. In a 2017 Pew Research survey, 42% of working women respondents experienced earnings discrimination based on gender (Barroso & Brown, 2021, para. 6) . In addition, the U. S. Census Bureau’s 2019 report, Income and Poverty in the United States, indicated that females earned 82.3 cents for every $1.00 made by males (Semega et al., 2020, p. 10, Figure 5) .  \nThis discrepancy is especially noticeable at the higher end of the salary scale (Albrecht et al., 2015; Blau & Kahn, 2017) . The 2020-2021 American Association of School Administrators (AASA) nationwide survey gathered data, including salaries for various positions, gender, and school enrollment size. Results of this national survey indicated that the base salaries of superintendents reflect the discrepancy in the earning power between males and females. Female superintendents reported their median salary as $127,961 with ranges between $65,000 and $223,000 compared to the male superintendents’ median salary of $157,000, with ranges between $102,000 and $345,000 (AASA, 2021, p. 26, Table 2 . 2) .  \nThe issue is further raised by the International Labour Organization (2020) when considering the gender pay gap as a quantifiable measure of disparity between women and men. Parmer (2021) highlights the concern regarding the gender pay gap as equality between the genders only exists when power, wealth, and benefits are equally distributed. Furthermore, gender inequality infringes upon freedoms and rights, leading to discrimination (Parmer, 2021) .  \nThrough negotiation, candidates bargain for access to opportunities and resources (Northouse, 2019) . Literature reviews indicate that women engage in negotiation at a much lower rate than men (Biasi & Sarsons, 2022; Fischer &","cbCaia4vxDMoEXIy","https://ap.wps.com/l/cbCaia4vxDMoEXIy","pdf",198950,"English","# Approach and Results\n## Topic 1: Gender Differences","[{\"question\":\"What problem does the document address regarding superintendent pay?\",\"answer\":\"It addresses persistent salary differences between male and female superintendents that begin early and continue to grow during employment, highlighting gender inequity in resources and compensation.\"},{\"question\":\"What role does negotiation play in closing or reinforcing pay disparity?\",\"answer\":\"Negotiation is presented as an opportunity to improve salaries, benefits, and careers, but research cited indicates women negotiate less often, with less confidence and lower goals, which can lead to lower incomes.\"},{\"question\":\"How does Nebraska’s Superintendent Pay Transparency Act relate to the proposed solution?\",\"answer\":\"The act sets expectations for publishing superintendent contracts, providing visibility into compensation practices and supporting analysis that may be used to inform negotiation discussions.\"}]","Nebraska’s Superintendency Pay Transparency Act: Considerations for Rural Midwest Policymakers | PDF",1792094108,25]