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  • Cheryl Travis, Psychology Department, Louis J. Gross, Departments of Ecology and Evolutionary Biology and Mathematics, and Bruce A. Johnson, Department of Electrical Engineering and Computer Science, University of Tennessee.

  • This project was made possible in part by support from the Faculty Senate and the Office of the Chancellor to Bruce Johnson. Louis J. Gross appreciates the support of the National Science Foundaton through awards IIS-0427471 and EF-0832858 to the University of Tennessee.

  • We express appreciation to Don Cunningham, University of Tennessee Knoxville Office of Institutional Research, for assistance in providing administrative salary data, to the Commission for Women for endorsing the project, and to Norma Cook for her insightful observations on discussion points.

Address correspondence and reprint requests to: Cheryl Travis, Psychology Department, University of Tennessee, Knoxville, TN 37996. E-mail:


This article provides a short introduction to standard considerations in the formal study of wages and illustrates the use of multiple regression and resampling simulation approaches in a case study of faculty salaries at one university. Multiple regression is especially beneficial where it provides information on strength of association, specific dollar estimates, and the option to identify outliers by gender. Resampling simulation allows for analysis at the department level and is beneficial where distributions depart substantially from normal, particularly where there are unequal error variances. Results indicate that both regression and simulation methods provided evidence of a sizable pay gap associated with gender, even after controlling for rank, academic field, and years of service. The gap occurs in fields traditionally viewed as female as well as science fields with typically lower female representation. Finally, we discuss implications for remediation based on these models.