Due to significant salary differences between male and female employees, NCAA institutions have been accused of gender compensation discrimination. However, we hypothesize that some of these compensation differences may be a result of market forces as opposed to overt discrimination. To test this hypothesis, we created a statis- tical model incorporating variables affecting NCAA school revenues and coaching performance, and use a linear regression to estimate the statistical impact each vari- able has on compensation. Our empirical findings do not find employer discrimina- tion of NCAA basketball coaches in 2004-2005.
BeckerG. (1957).The economics of discrimination. Chicago: University of Chicago Press.
2.
BlauF. D., & KahnL. M. (2000). Gender differences in pay. Journal of Economic Perspectives, 14(4), 75–99.
3.
HumphreysB. R. (2000). Equal pay on the hardwood: The earnings gap between male and female NCAA Division I basketball coaches.Journal of Sports Economics, 1(3), 299–307.
4.
OaxacaR. (1973). Male-female wage differentials in urban labor markets. International Economic Review, 14, 693–709.
5.
ZimbalistA. (1999).Unpaid professionals: Commercialism and conflict in big-time college sports. Princeton NJ: Princeton University Press.
