The University of Tulsa aims to employ various methods and strategies to measure and track gender equity in pay scales. Ensuring gender equity in pay is essential for promoting fairness and diversity within the academic community. Here are common approaches:
- Data Collection and Analysis:
- Collect and analyze salary data broken down by gender to identify disparities.
- Utilize HR records and payroll data to track compensation at different levels of the university.
- Benchmarking:
- Compare the salaries of faculty and staff with similar qualifications, positions, and experience to identify gender-based differences.
- Utilize benchmarking data from industry surveys and studies to assess how the university compares to peers.
- Salary Audits:
- Conduct periodic salary audits to review pay practices and identify any gender-related discrepancies.
- Examine hiring, promotion, and tenure processes to ensure they are equitable.
- Salary Reviews and Adjustments:
- Conduct regular salary reviews to identify and rectify disparities.
- Implement salary adjustments to address gender-based pay gaps.
- Diversity and Inclusion Initiatives:
- Implement diversity and inclusion initiatives that encourage diverse hiring, retention, and advancement practices.
- Create an inclusive culture that values gender equity.
- Legal Compliance:
- Ensure compliance with federal and state laws related to pay equity, such as the U.S. Equal Pay Act and Title IX.
- Conduct internal audits to address any potential legal risks.
- Feedback Mechanisms:
- Establish mechanisms for faculty and staff to report concerns or complaints related to pay equity.
- Address issues promptly and transparently.
- Continuous Monitoring:
- Monitor progress over time and adjust strategies as needed to achieve and maintain gender equity in pay scales.
TU hopes to use various strategies to help actively monitor and address gender-based pay disparities, contributing to a more equitable and inclusive academic environment.