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Part B – Findings and conclusion 6. Rate of progress via salary reviews An exploration of the current salaries of the 16 professors appointed in the last three years (chosen as an indicative measure of professorial progress) reveals an increasing gender difference in pay. An analysis of the starting salaries and current salaries of these 16 professors shows that, on average, the position of the female professors has worsened over this period relative to that of male professors.48 At the end of this three-year period, fewer men are paid less than the lowest paid women compared with the beginning of the period, and more men are paid more than the highest paid woman. Data from the annual salary reviews49 for professors confirm that over the past three years the salary gap for female professors has widened relative to their male colleagues. Over the past three years female professors comprised approximately 12% of all professors receiving a salary review and 9% of professors receiving a salary increase. This gender difference in the progression of male and female professors suggests action needs to be taken in respect to: reviewing the process by which annual salary reviews are undertaken monitoring the progression of male and female professors.

Science Technicians The facts This is a mixed grade position covering around 200 staff where the jobs undertaken have a level of similarity for required academic qualifications, experience, responsibility, exposure to dangerous substances, and other criteria. On average, male science technicians as a whole receive a higher salary than female science technicians: $51,500 compared with $46,700 a gender difference of 9%. Key factors contributing to this gap are: female science technicians are over-represented in the lower levels within higher grades women are paid on average less than men. There is a gender pay gap in relation to science technicians within grades E, F, and G of 7%, 5% and 7% respectively. in the main science technician roles (research assistant, research technician, technical officer, technician) there is a gender pay gap of 7% favouring men. The committee explored gender differences in pay using: ANZSCO codes and job titles 48

On an annual basis, professor salaries can be increased as a result of across the board pay adjustments or performance-related increase. Care was taken in analyzing this group to check that this gender difference was not caused by, for example, a larger proportion of men having been there for three years and therefore accessing more across-the-board pay adjustments because they had been there longer. In fact, the spread by gender was fairly even, with 1 woman and 4 men being appointed in 2007, 1 woman and 4 men appointed in 2008, and 1 woman and 8 men in 2009. If anything, the expectation would be that average salary movement of male professors would have been slightly less than the female professors. 49 Professors do not have a promotions process but are subject to an annual salary review process that is managed by the Pro ViceChancellor (PVC) of each college.

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Profile for Tertiary Education Union

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

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