2009 Recommendation for Salary Assessment
TO: Dr. Tony Frank, President
FROM: Dr. Carmen Menoni, Chair; Dr. Paola Malpezzi Price, Co-Chair
SUBJECT: Recommendation for Salary Assessment
DATE: April 28, 2009
The recent passage of the Lily Ledbetter Fair Pay Act, 61-36 by the Obama Administration highlights the fact that there are still significant equity issues for women. The passage of this law changes the working scenario by making employers responsible for inequities and vulnerable regarding their actions for several years after the infraction.
CWGE recently analyzed data from the FACTS 2008 book. This analysis showed that at all levels, salary for female faculty is lower than that of men for both nine and twelve month appointments. While it is very difficult to draw conclusions from data that is not analyzed in more detail, it is clear that a more in-depth institutional assessment of employee salary equity is needed. Similar data for Administrative Professionals and State Classified were not available. CWGE reiterates its 2007 recommendation that similar studies are needed for Faculty, Administrative Professionals and State Classified professionals.
The last comprehensive salary equity study conducted at CSU took place over 25 years ago. CWGE recommends that periodic gender equity audits of employees in all categories be conducted. A periodic gender equity audit is important for a number of reasons, including the ability to accurately monitor university progress towards diversity goals; the need to create a fair and equitable working environment for all university employees, including women; the positive impact the availability of the audit and institutional changes base on audit will have on recruitment; and the benefits to morale and the university climate for women that institutionalization of such an audit would generate.
CWGE has sought endorsement of this recommendation from Faculty Council, the CSU Benefits Committee and Administrative Professional Council. Their answer is pending.