We investigate the male–female gap in principal compensation in state and national data: detailed longitudinal personnel records from Missouri and repeated cross-sections from the nationally representative Schools and Staffing Survey (SASS). In both data sets, we estimate substantively important compensation gaps for school leaders. In Missouri, female principals make approximately $1,450 less annually than their male colleagues with similar characteristics, including experience level and degree attainment, leading the same school in different years. Gaps are present in both base salary and extra duty salary, and are only partially explained by career paths or workplace sorting. SASS analyses show that women make about $1,000 less than men nationally, on average, a gap that even grows larger once accounting for individual and workplace characteristics, teacher-supplied effectiveness ratings, and reported hours worked. The presence of these residual gaps after accounting for many supply-side explanations may signal gender discrimination in school principal compensation.

我们调查州和国家数据中主要薪酬的男女差距：密苏里州的详细纵向人事记录以及国家代表学校和人员配备调查（SASS）的重复横断面。在这两个数据集中，我们估计了学校领导者的实质性重要薪酬差距。在密苏里州，女校长的年收入比其男同事低约1,450美元，这些男同事具有类似的特征，包括经验水平和学历，在不同的年份领导同一所学校。在基本工资和加班工资中都存在差距，并且只能通过职业道路或工作场所分类来部分解释。SASS分析显示，全国平均而言，女性的收入比男性低约1,000美元，考虑到个人和工作场所的特征，老师提供的效率等级以及报告的工作时间后，差距甚至会变得更大。在解释了许多供应方的解释后，这些剩余差距的存在可能预示着学校校长薪酬中的性别歧视。