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Pay Equity in Applied Behavior Analysis.

Hanna Vance1, Valdeep Saini1

  • 1Department of Applied Disability Studies, Brock University, 1812 Sir Isaac Brock Way, St. Catharines, ON Canada.

Behavior Analysis in Practice
|April 3, 2023
PubMed
Summary
This summary is machine-generated.

Pay equity in applied behavior analysis (ABA) is unequal, with female minorities experiencing the most significant wage gaps. This study highlights the need for fair compensation practices across all ABA certification levels.

Keywords:
discriminationdiversityequitygenderpayrace

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Area of Science:

  • Behavioral Science
  • Organizational Psychology
  • Sociology

Background:

  • Pay equity aims to eliminate wage gaps based on gender, race, and other demographics for comparable work.
  • Existing pay discrepancies across professions are well-documented, but the extent within applied behavior analysis (ABA) remains unexplored.
  • Ensuring pay equity is crucial for fostering fairness and parity within the ABA field.

Purpose of the Study:

  • To investigate the presence and extent of pay equity among certified applied behavior analysts.
  • To analyze compensation disparities across different gender and racial groups within ABA.
  • To identify specific levels of certification most affected by pay inequity.

Main Methods:

  • An online survey was distributed to collect salary data from certified behavior analysts.
  • Pay equity was analyzed by comparing compensation across race and gender at various certification levels.
  • Statistical analysis was employed to identify significant pay differences.

Main Results:

  • Pay inequity was observed across all certification levels within ABA.
  • Female minority groups reported the lowest average salaries and smallest pay increases across certification levels.
  • A significant portion of employers in ABA are identified as female nonminorities.

Conclusions:

  • The findings indicate a notable pay gap in applied behavior analysis, disproportionately affecting female minority professionals.
  • Addressing these inequities is essential for promoting fairness and retention in the ABA workforce.
  • Recommendations for improving pay equity within ABA are discussed, focusing on employer practices and policy changes.