Search for: All records

Repository of project information, including resources and toolkit. DOI 10.17605/OSF.IO/AR8WG 

With four components – distributive, procedural, interpersonal, and informational – organizational fairness provides a framework for examining institutional processes, including those that relate to pay. 

Ground rules reflect what is important to team members about how they interact and can promote inclusion within the team 

This series of questions can prepare you to learn more about your institution’s compensation system and illuminate potential areas for improvement. 

Communication is essential to teamwork and requires attention to be successful. By incorporating approaches that meet the needs of your deaf and hard-of-hearing (DHH) colleagues, you can improve access to communication for all. 

Fairness traps represent opportunities to fortify fairness by identifying guiding principles, raising awareness about assumptions being made, and inserting fairness checks into the process. 

Understand the collective mix of salary, other pay, benefits, and non-pay considerations for faculty in higher ed. 

Higher education compensation systems have a significant impact on not just individual pay, but also on the broader economic health of communities and families. Yet, many of us don’t fully understand how these systems operate. So, how well would you rate your knowledge of your university’s compensation system? [Webinar] https://www.youtube.com/watch?v=dGWnpI6TF9Q 

Institutional structures and systems of power influence salary outcomes and pay practices, which in turn are closely related to the quality of work life, informing our knowledge of what (and who) is important to the organization. This paper reports on a newly awarded NSF ADVANCE Partnership project that aims to significantly expand knowledge of best practices for faculty compensation to a broader community in higher education and provide critical insights to guide compensation practices. The project’s objective is to improve institutional understanding and influence actions regarding pay equity through broader comprehension of compensation structures. Even when controlling for a wide range of demographic and background variables, women earn less than men, and women of color experience an even wider wage gap. In post-secondary education wage gaps persist among faculty, particularly at institutions with the highest levels of research. Project activities have three aims: First, engage administrative units (Human Resources, Institutional Research, Diversity/Inclusion, Legal, and Academic Affairs) in a collaborative relationship supported by university leadership. Second, enhance pay decision-makers’ understanding of and basis for pay decisions, and their ability to communicate to individuals how their pay is determined. Third, increase faculty knowledge of institutional pay practices while emphasizing the importance of inclusion and institutional values. Expected outcomes from this work include improvements in institutional policies and practices, faculty perceptions of pay equity, leadership skills of pay decision-makers, and institutional engagement beyond the project partners. The project involves collaborations with three university partners, two national associations, and two NSF INCLUDES projects.