12 · ARL Annual Salary Survey 2013–2014
Figure 3d: Distribution of Professional Staff in All ARL University Libraries by Sex, FY 2013–2014
Men Women Total
Number of Staff Percent of Staff Number of Staff Percent of Staff Staff
Main 3,211 37.8% 5,289 62.2% 8,500
Medical 219 24.1% 688 75.9% 907
Law 265 34.8% 496 65.2% 761
All 3,695 36.3% 6,473 63.7% 10,168
ARL recognizes the difficulties that the profession has in attracting a diverse workforce and continues to work
actively in the development of workplace climates that embrace diversity. One way that ARL achieves this end is
through the work of the ARL Diversity Program. The ARL Diversity Program through its Leadership and Career
Development Program and the Initiative to Recruit a Diverse Workforce, emphasizes ARL’s and its members’
commitment to creating a diverse academic and research library community to better meet the new challenges of
global competition and changing demographics. Further, the diversity program focuses on issues surrounding
work relationships in libraries while considering the impact of diversity on library services, interactions with
library users, and the development of collections. More information about the diversity program can be found at
ClimateQUAL® is an assessment initiative that focuses on some of the same issues. It is the statistics and
assessment program’s tool that assesses organizational climate and diversity in libraries. ClimateQUAL helps
libraries plumb the dimensions of climate and organizational culture important for a healthy organization in a
library setting. The survey addresses climate issues such as diversity, teamwork, learning, and fairness, as well
as current managerial practices, and staff attitudes and beliefs. Libraries use their survey data to improve their
organizational climate and diversity culture for delivering superior services to the communities they serve. More
information about ClimateQUAL can be found at http://www.climatequal.org.
Many readers of previous surveys have inquired about evidence of gender-based salary differentials in ARL
libraries. Additionally, data on salary comparisons for directors are frequently requested. In 2008–2009 and 2009–
2010, the average salary for female directors was slightly higher than that of their male counterparts. For the past
three years, the trend was reversed. For the first time since 2009–2010, the average salary for female directors was
slightly higher than that of their male counterparts (see Table 18).
In keeping with previous years, the 2013–2014 data show that salaries for women in US ARL university libraries
have not yet met parity with that of men (see Table 18). In 2013–2014 the overall salary for women was 96.3% of
that of men for the 115 ARL university libraries (compared to 96.22% in 2011–2012). This suggests a slow, long-
term trend towards closure of the gender gap in ARL libraries in 1980–81, women in ARL libraries made
roughly 87% that of men.
Table 18 displays 19 job categories; females earn more than their male counterparts in just 6 of the 19 categories
listed. Table 20 provides average years of professional experience for many of the same staffing categories for
which salary data are shown in Table 18, revealing that experience differentials may explain some differences
within specific job categories. Women have more experience in all but one of the six job categories in which they
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