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When it comes to representation and pay equity for women and people of color in the higher education workforce, colleges and universities still struggle to make meaningful progress. Through several interactive graphics representing years of research, CUPA-HR shines a light on the progress that has been made and the disparities that persist. These graphics represent data from CUPA-HR’s four signature higher ed workforce surveys — Administrators, Faculty, Professionals and Staff — from 2017 through 2023.
Administrators
Although the percentage of racial/ethnic minorities in higher ed administrative roles has experienced consistent growth over time, this progression has not kept pace with the increasing number of minorities earning graduate degrees, according to data from IPUMS. Women maintain a majority presence in administrative positions overall, but women of color represent less than 11 percent of these roles.
Pay disparities for women administrators of all races/ethnicities persist. All female administrators except for Asian women continue to receive lower salaries overall than do White men who hold the same position. Conversely, men of color, except for Native American/Alaska Native men, are generally paid salaries greater than those of White men.
The Administrators in Higher Education Survey collects data on administrator positions that manage a higher ed institution or a division within it.
Faculty
There are two notable findings regarding faculty composition. First, more women are represented in non-tenure-track than in tenure-track faculty. Second, with each increase in rank, the proportions of women faculty and faculty of color decrease for both tenure-track and non-tenure-track faculty. This means that women faculty are over-represented in the lowest-paying and lowest-ranking positions, and as faculty get promoted there are fewer people of color.
Pay gaps within rank persist, particularly for women faculty at the professor level, regardless of tenure status. These gaps are most notable for female professors of color in non-tenure-track positions. Pay gaps for assistant and associate professors have narrowed over time, particularly for tenure-track faculty.
The Faculty in Higher Education Survey collects data on tenure-track faculty positions and non-tenure-track teaching faculty positions.
See the Faculty Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics.
Professionals
Women’s representation has increased from 58 percent to 61 percent across all professionals’ positions since 2017. This change is due to slight increases in the representation of women of color since 2017. However, women of all races/ethnicities are paid less than their male counterparts. In addition, Hispanic/Latino men, Native Hawaiian men, and men of two or more races are paid less than White men. All groups are paid more equitably now than in 2017 except for Hispanic/Latina women and men of two or more races.
The Professionals in Higher Education Survey collects data on positions in specific functional areas in higher ed institutions, such as academic or student services, that usually require a baccalaureate degree.
See the Professionals Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics.
Staff
Staff employees have a higher representation of people of color than any other higher ed employee group. This is notable in that staff positions are the lowest-paying positions in higher ed. Women of color represent about 19 percent of all higher ed staff, and men of color represent about 13 percent of all higher ed staff.
Since 2017, women staff overall have been paid consistently and considerably less than White men. Pay equity for American Indian/Alaska Native women, Asian women, and Native Hawaiian/Other Pacific Islander women was better in 2023 than in 2017. Pay equity is the same or worse now than in 2017 for Black women, Hispanic/Latina women, women of two or more races, and White women. Men of color fare considerably better than women of color when it comes to pay equity.
The Staff in Higher Education Survey collects data on positions that are generally non-exempt and do not require a college degree.
See the Staff Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics.
