In recent years, there has been a noticeable increase in the representation of women and people of color on the tenure track in higher education institutions across the United States.

While this progress is commendable, a new report from the College and University Professional Association for Human Resources (CUPA-HR) sheds light on the persistent disparities in promotion rates for these groups compared to white men. The report, titled "Representation and Pay Equity in Higher Education Faculty: A Review and Call to Action," underscores the need for continued efforts to address systemic inequalities in academia.

According to the CUPA-HR report, the percentage of people of color on the tenure track has increased from 21% to 26% between the 2016-17 and 2022-23 academic years. However, this growth is largely driven by hiring more Asian and Hispanic or Latinx faculty members. In comparison, the percentage of Black full professors has only seen a marginal increase from 3.3% to 3.5% during the same period.

Similarly, while the percentage of women on the tenure track has increased by 7% over the past seven years, this growth has been primarily fueled by a 36% increase in women of color. Asian and Hispanic women have seen the greatest boost in representation, with a 74% and 73% increase, respectively, at the professor rank. However, the number of white women on the tenure track has actually decreased by 3% over the same period.

Despite these overall gains in representation, the report highlights a persistent trend of women and people of color being underrepresented in associate and full professor positions. In 2022-23, only 26% of associate professors were people of color, and just 47% were women. At the full professor level, people of color represented 22% of the faculty, while women accounted for 36%.

One of the key findings of the CUPA-HR report is the disparity in promotion rates for women and people of color compared to white men. While there has been an increase in the representation of these groups on the tenure track, they are less likely to be promoted to higher ranks. This disparity is particularly stark at the whole professor level, where people of color make up only 22% of faculty despite representing 26% of tenure-track faculty overall. Similarly, women comprise 36% of tenure-track faculty but only 47% of associate professors and 53% of assistant professors.

The report also highlights ongoing pay disparities for women and non-tenure track instructors. While faculty wages have recently beaten inflation for the first time since the pandemic, women and non-tenure track instructors continue to face pay inequities. Combined with the lower promotion rates for these groups, this results in a substantial segment of faculty, primarily women and people of color, being employed in positions that pay lower salaries throughout their careers.

Call to Action

The findings of the CUPA-HR report underscore the need for continued efforts to promote diversity and equity in academia. The report calls for a deeper look at opportunities to enhance efforts to achieve a faculty that better represents the student population. It also emphasizes the importance of collecting up-to-date data on faculty pay disparities and demographics to inform future initiatives.

While there have been notable gains in the representation of women and people of color on the tenure track in higher education, there are still significant challenges to overcome in terms of promotion rates and pay equity. Addressing these issues will require a concerted effort from universities, colleges, and policymakers to create a more inclusive and equitable academic environment for all faculty members.

Increasing Representation, Persistent Disparities

According to the CUPA-HR report, the percentage of people of color on the tenure track has increased from 21% to 26% between the 2016-17 and 2022-23 academic years. This growth, however, is largely driven by the hiring of more Asian and Hispanic or Latinx faculty members. In comparison, the percentage of Black full professors has only seen a marginal increase from 3.3% to 3.5% during the same period.

Similarly, while the percentage of women on the tenure track has increased by 7% over the past seven years, this growth has been primarily fueled by a 36% increase in women of color. Asian and Hispanic women have seen the greatest boost in representation, with a 74% and 73% increase, respectively, at the professor rank. However, the number of white women on the tenure track has actually decreased by 3% over the same period.

Despite these overall gains in representation, the report highlights a persistent trend of women and people of color being underrepresented in associate and full professor positions. In 2022-23, only 26% of associate professors were people of color, and just 47% were women. At the full professor level, people of color represented 22% of faculty, while women accounted for 36%.

READ MORE: Harvard's Non-Tenured Academic Workers Form Union To Improve Pay, Job Security, And Parental Rights 

Challenges in Promotions and Pay Equity

One of the key findings of the CUPA-HR report is the disparity in promotion rates for women and people of color compared to white men. While there has been an increase in the representation of these groups on the tenure track, they are less likely to be promoted to higher ranks. This disparity is particularly stark at the full professor level, where people of color make up only 22% of faculty, despite representing 26% of tenure track faculty overall. Similarly, women make up 36% of tenure track faculty but only 47% of associate professors and 53% of assistant professors.

The report also highlights ongoing pay disparities for women and non-tenure track instructors. While faculty wages have recently beaten inflation for the first time since the pandemic, women and non-tenure track instructors continue to face pay inequities. Combined with the lower promotion rates for these groups, this results in a substantial segment of faculty, primarily women and people of color, being employed in positions that pay lower salaries throughout their careers.

Call to Action

The findings of the CUPA-HR report underscore the need for continued efforts to promote diversity and equity in academia. The report calls for a deeper look at opportunities to enhance efforts to achieve a faculty that better represents the student population. It also emphasizes the importance of collecting up-to-date data on faculty pay disparities and demographics to inform future initiatives.

While there have been notable gains in the representation of women and people of color on the tenure track in higher education, there are still significant challenges to overcome in terms of promotion rates and pay equity. Addressing these issues will require a concerted effort from universities, colleges, and policymakers to create a more inclusive and equitable academic environment for all faculty members.

RELATED ARTICLE: NYU's Instructors Elect Union, Forming The Largest Non-Tenure Faculty Union In Private Higher Education