From the Vice Provost’s Gender Equity Blog:
|Percent of faculty receiving mid-year increase||Percent of male faculty receiving mid-year increase||Percent of female faculty receiving mid-year increase||Average increase for male faculty who received increases||Average increase for female faculty who received increases|
We have calculated and confirmed the corresponding figures for COLA:
|Percent of COLA faculty receiving mid-year increase||Percent of COLA male faculty receiving mid-year increase||Percent of COLA female faculty receiving mid-year increase||Average increase for COLA male faculty who received increases||Average increase for COLA female faculty who received increases|
• Of 503 COLA tenured/tenure track faculty, 182 received mid-year increases.
• Within this population of 503, the distribution is 66.2% male and 33.8% female faculty (333 and 170, respectively).
• Of the 182 COLA faculty who received increases, 60.44% were male and 39.56% were female (110 and 72, respectively).
COLA departments determine increases for “eligible faculty” only. “Eligible faculty” does not include: new hires, those who received a salary increase within the past six months, or faculty with administrative appointments such as chairs, dean and associate deans, vice provosts, etc. Hence the difference between the numbers shown in the chart above, and the numbers that we provide below that reflect the activity at the departmental level.
• COLA departments gave increases to 30.3% of their eligible faculty, 138 increases total.
• Of the 138, 56.52% were male and 43.48% were female (78 and 60, respectively).
• In terms of dollar amounts, 58.04% of the increase pool allocated to departments went to male faculty, and 41.96% went to female faculty.