Salary equity and transparency
Objective: Promote transparency, develop strategies to address salary inequities and the institutional policies that lead to salary inequities.
Our premise: Salary equity requires transparency. Overcoming the institutional and systemically gendered and racist contributors to salary inequities that have been exacerbated by continuing budgetary crises is necessary for Penn State to maintain Title IX compliance. Inequities in salary affect the Penn State community and the promotion and retention of women and other under-represented individuals.
Our procedure:
- Gather a team dedicated to determining best practice in establishing salary equity, articulating barriers and proposing creative solutions to salary inequity.
- Prepare a white paper with recommendations for consideration at the University and unit levels.
- Mobilize a network of advocates to influence decision makers towards positive change.
Our action items:
- Information gathering- What are other Big 10 institutions doing in this space?
- Collecting the PSU data-across ranks and as a resource for tenure and non-tenure track faculty.
- Workshop- How to discuss salary and equity with your chair/supervisor.
- Generating a white paper that outlines best practices.
Additional input needed:
- Addressing equity today.
- Changing the culture that leads to inequity.
- Non tenure track faculty salary inequity.