Ever heard this regarding the discrepancy regarding starting salaries for male and female college graduates? “Well of course the typical starting salaries of females is lower because they are more likely to choose careers with lower salaries.”
This great article from our colleagues at the National Association of Colleges and Employers emphasizes that this “age old” explanation of this starting salary discrepancy is not true. Even for the same degrees, starting salaries for female grads tend to be lower than their male counterparts with the exception of engineering majors.
Woo hoo for the female engineering grads!
From a recent New York Times article regarding mixed-race growth across the country …
- “In North Carolina, the mixed-race population doubled. In Georgia, it expanded by more than 80 percent, and by nearly as much in Kentucky and Tennessee. In Indiana, Iowa and South Dakota, the multiracial population increased by about 70 percent.”
- “Census officials were expecting a national multiracial growth rate of about 35 percent since 2000, when seven million people — 2.4 percent of the population — chose more than one race. Officials have not yet announced a national growth rate, but it seems sure to be closer to 50 percent.”
As many of you know, the CUPA-HR national board and national office staff are working with higher ed HR leaders from across the country to more clearly emphasize the important role for higher ed HR leaders in creating diverse and inclusive working environments.
Like many of you who have primary responsibility for negotiating annual health insurance renewals, I spend the last couple of months of each calendar year on pins and needles as we anxiously await the declaration of our health insurance company regarding CUPA-HR's healthcare cost for the following year.
As a small employer, we are really as the mercy of a limited number of carriers who will even consider covering our 28 employees. For the most part, our employees are in excellent health and the majority of our employees participate in our wellness program. Those factors have little, if any, impact on what we pay for the fully insured plan that covers our small workforce.
This May 5 post in the Chronicle of Higher Education describes the AAU as a "retro old-boys network that is ripe for change."
Both of my sons attend a large public university. I believe both are receiving a quality education that is preparing them to be future leaders. I also hope that their degrees will help them find gainful employment that eventually takes them off of my payroll!
That said, there are challenges they have encountered in getting classes needed and their schedules are a little bizarre...some days an 8:00 a.m. start time, some days classes ending after 6:00 p.m., etc. I accept these as typical challenges for students who choose to attend a large public university that has experienced significant cuts in state funding.