Please use this identifier to cite or link to this item: https://hdl.handle.net/11159/692714
Book title: 
Talent Management in Higher Education
ISBN: 
978-1-80262-685-8
Document Type: 
Book Part
Place of Publication and Publisher: 
Emerald Publishing Limited
Year of Publication: 
2024
Open Content License: 
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Abstract: 
Little research is devoted to how salary allocation processes interfere with gender inequality in talent development in universities. Administrative data from a university indicated a substantial salary gap between men and women academics, which partially could be explained by the unequal distribution of men and women in the academic job levels after acquiring a PhD, from lecturer to full professor, with men being overrepresented in the higher job levels, as well as in the more senior positions within each job level. We demonstrated how a lack of transparency, consistency and accountability can disqualify apparent fair, merit-based salary decisions and result in biased gender differences in job and salary levels. This chapter reflects on how salary decisions matter for the recognition of talent and should be an integral part of talent management.
Persistent Identifier of the first edition: 
Language: 
English (eng)
Citation: 
In: Talent Management in Higher Education (2024). Emerald Publishing Limited, S. 137 - 159.
https://doi.org/10.1108/978-1-80262-685-820241008.
doi:10.1108/978-1-80262-685-820241008.

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