University with a separate academic pay spine: one equity analysis or two?

Two analyses, yes, and at a UK university of similar size we added a third for senior staff off the spine, since professors and directors on individually set salaries are where nearly all of our within-grade gap was: 7.2% at professorial level against under 1% on the spine. Market loadings and retention payments had gone disproportionately to men who brought outside offers.

For academics, also look at the time between becoming eligible and applying for promotion. Our women waited on average 1.6 years longer to apply, and succeeded at the same rate once they did. That finding pointed at mentoring and nomination practices rather than pay.