Pay/Salary Equity & Leveling

Did you know?

  • NSOE has conducted faculty salary equity analyses annually since 2016 and adjusted salaries accordingly. These salaries were adjusted for equity within rank. Starting in July 2022, this effort will be led by the Associate Dean of Finance and the Executive Vice Dean, working in concert with division chairs.
  • NSOE conducted an internal equity analysis for staff pay in summer 2019 and adjusted pay accordingly.
  • Duke University recently led a market adjustment process for all research staff (2021) and Finance, HR and Library staff (2022), which allowed for adjustments for NSOE research, HR, and finance staff as well.

What is pay equity?

Pay equity mean compensating employees the same when they perform the same or similar job duties, while accounting for their experience level, job performance and tenure as an employee. This mean eliminating sex and race-based discrimination in the wage-setting.

If NSOE has completed salary equity analyses and re-leveling, does this mean that the problem of pay inequity is solved?

Unfortunately, no. According to the National Committee on Pay Equity: “Many women and people of color are still segregated into a small number of jobs such as clerical, service workers, nurses and teachers. These jobs have historically been undervalued and continue to be underpaid to a large extent because of the gender and race of the people who hold them.” This mean that pay inequity can show up in other ways, at a larger scale, which may not have been accounted for by Duke and NSOE-level pay equity initiatives. At Duke, you may notice that systematic pay differences show up in the generally higher salaries of employees and faculty at Fuqua and the Law as compared to the Sanford School of Public Policy and the Nicholas School.

Are there other resources available to help understand salary ranges in environmental fields?

Yes, there is an Environmental Jobs Salary Transparency database. You can contribute to the database here.