Discussion of GRACE Project 
Survey Results

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Table of Contents

Background: The status of women in academia

Gender Equity Projects at the University of Arizona

Hypothesis driven research

GRACE project data sources

Hypothesis #1: The distribution of rewards and resources at the COM is gender blind

Analysis of salary data

Additional adjustment for measures of productivity

The facts (a): Adjusted mean salary, by gender, and deficit for women

Adjusted mean salary (n), by gender and deficit for women

Mean gender difference in adjusted salary, by department

The facts (b): Credit and resources

Hypothesis #1: The reality

Gender distribution by rank, UA COM

Gender distribution by track, UA COM

Number of males and females at each rank, by track, UA COM

Hypothesis #2: The distribution of women in the COM reflects the pool of available women

Facts: Percent female and male faculty, by rank, US, 1989 & 1999

Hypothesis #2: The reality

Hypothesis #3: Women are less career-oriented, due to family and other commitments

Despite the lack of gender differences in productivity or reported commitment:

Hypothesis #3: The reality

Leadership at COM (1999-2000)

Hypothesis #4: Women donít have the ìright stuffî to be leaders

The facts (b): Women were less likely to:

Hypothesis #4: The reality

Hypothesis #5: There are no gender differences in treatment at the COM

Summary (I): Gender differences in at the College of Medicine

Summary (II): Gender differences in at the College of Medicine

The next steps: Identifying and implementing solutions

Examples of possible solutions

GRACE Project web address

Gender differences in salary by rank and department type

Lifetime salary differential if receive average female salary

Salary data log-transformed to reduce effect of outliers

Author: Arizona Health Sciences Center

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