The study focuses on the issue of gender discrimination in pay among university faculty in Russia, a country with an exceptionally high share of female faculty in higher education. Using a comprehensive and nationally representative survey of university faculty, we found that although women in academia earn considerably less than men, gender inequality among university faculty is lower than in the non‐academic sector. The study shows that gender differences in pay can be mainly explained by vertical gender segregation: women are less likely to achieve senior positions in the university hierarchy, which brings a high wage premium. Another explanation is horizontal segregation, when there is a prevalence of male faculty in Moscow‐based universities, which provide a considerable wage premium compared to regional ones. A decomposition of the gender wage gap shows that slightly more than half of it can be explained by observable factors, while the rest can be attributed to discrimination and unobservable characteristics. Within the unexplained part the major part can be attributed to favoritism towards men and the minor part to discrimination against women. We found some evidence that faculty in research universities, which actively implement performance‐related pay, experience less gender inequality.

中文翻译：

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俄罗斯大学教师之间的薪酬性别差异

该研究的重点是俄罗斯大学教师中薪酬方面的性别歧视问题，俄罗斯是高等教育中女性教师比例异常高的国家。通过对大学教职员工进行的具有全国代表性的全面调查，我们发现，尽管学术界的女性收入比男性低得多，但大学教职员工中的性别不平等程度要低于非学术领域。研究表明，薪资性别差异主要可以通过纵向性别隔离来解释：女性在大学层次中担任高级职位的可能性较小，这带来了较高的工资溢价。另一个解释是横向隔离，这是基于莫斯科的大学中普遍存在男教师的情况，与地区大学相比，男教师提供了可观的工资溢价。性别工资差距的分解表明，其中一半以上可以通过可观察的因素来解释，而其余的则可以归因于歧视和不可观察的特征。在无法解释的部分中，主要部分可归因于对男人的偏爱，而次要部分可归因于对妇女的歧视。我们发现一些证据表明，积极实施与绩效挂钩的薪酬的研究型大学的教师所遭受的性别不平等现象较少。