Gender Pay Gap Among Professors in Toronto's Universities Revealed
Female professors at post-secondary schools in Toronto earn significantly less than their male counterparts. Here’s why.
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A recent report indicates that female professors at Toronto's universities earn up to $23,000 less than their male counterparts. The University of Toronto, York University, and Toronto Metropolitan University show significant salary disparities, prompting calls for action from faculty associations and highlighting systemic issues in pay equity.
- 01Female professors at the University of Toronto earn an average of $183,350, compared to $206,575 for male professors, a gap of $23,225.
- 02York University reports an average salary of $188,125 for female professors versus $208,750 for males, indicating a $20,625 disparity.
- 03Toronto Metropolitan University shows a $13,600 difference, with male professors earning an average of $191,550 compared to $177,950 for females.
- 04Faculty associations at these universities are advocating for retroactive salary adjustments and more rigorous pay equity assessments.
- 05Experts suggest that systemic issues, including negotiation disparities and the value placed on different academic fields, contribute to the ongoing gender pay gap.
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A recent report from Statistics Canada reveals that female professors in Toronto earn significantly less than their male counterparts, with disparities reaching as high as $23,000. The University of Toronto, York University, and Toronto Metropolitan University were included in the study, which analyzed data from 78 public degree-granting institutions across Canada for the 2025/2026 academic year. At the University of Toronto, male professors earned an average of $206,575, while female professors made $183,350, marking a gap of $23,225. Similar trends were observed at York University and Toronto Metropolitan University, where average salaries for female professors were $188,125 and $177,950, respectively. Faculty associations are challenging the universities' administration justifications for these discrepancies, citing systemic discrimination and calling for retroactive adjustments. Experts emphasize that the reasons for the pay gap are complex, involving factors such as negotiation practices, academic fields, and the impact of maternity leaves on career progression. The findings highlight the ongoing need for transparency and active measures to achieve pay equity in academia.
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The gender pay gap among professors in Toronto's universities affects the financial stability and career progression of female faculty members.
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