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This report examines representation and pay equity for women and people of color in the higher ed administrator workforce using CUPA-HR Administrators in Higher Education Survey data from 2001-02 through 2021-22. It analyzes trends by gender over 2002-2022, intersectional patterns by race/ethnicity and gender over 2011-12 to 2021-22, position-level differences, and pay equity variations across operating expense quartiles, ending with institutional conclusions and recommendations.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/higher-ed-administrators-trends-in-diversity-and-pay-equity-from-2002-to-2022/583883/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/higher-ed-administrators-trends-in-diversity-and-pay-equity-from-2002-to-2022/583883.png","ImageObject",300,407,{"name":92,"@type":93},"Connor ","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-29","2026-10-15",true,{"@type":102,"interactionType":103,"userInteractionCount":29},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What data source does the report use to study higher ed administrator trends?","Question",{"text":112,"@type":113},"The report uses the CUPA-HR Administrators in Higher Education Survey, covering salary and representation data from 2001-02 through 2021-22, with earlier salary collection starting in 1967-68.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How did women’s representation among higher ed administrators change from 2002 to 2022?",{"text":117,"@type":113},"Women’s representation increased steadily from 43% in 2002 to 51% in 2022 across the period.",{"name":119,"@type":110,"acceptedAnswer":120},"What does the report find about pay equity for female administrators over the two decades?",{"text":121,"@type":113},"Pay equity for female administrators showed limited progress, with the pay ratio remaining close to 0.90 in 2002 ($0.90 per $1.00 men) and 0.93 in 2022 ($0.93 per $1.00 men), with women still paid less than men in 2022.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},583883,1792190962,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":29,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":144,"read_time":145,"preview_page_count":4},687207022233,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","Higher Ed Administrators: Trends in Diversity and Pay Equity From 2002 to 2022  \nBy Melissa Fuesting  \nNovember 2023  \nIntroduction  \nHigher ed administrators are key in shaping their institution’s priorities and culture, and thus have immense impact both on those who work for colleges and universities and the students whom these institutions serve. From a practical perspective, organizations with greater gender and racial/ethnic diversity in top management roles outperform organizations with lower gender and racial/ethnic diversity. 1 Of interest as we seek to retain talented, engaged employees, workplace diversity is also associated with greater employee job satisfaction and well-being.2 This report investigates representation and pay equity of women and people of color within the higher ed administrator workforce using data from the CUPA-HR Administrators in Higher Education Survey from 2001-02 through 2021-22.  \nThe Data  \nCUPA-HR began collecting salary data on higher ed administrators in 1967-68. Beginning in 2001-02, the CUPA-HR Administrators in Higher Education Survey collected data on administrator gender. More recently, starting in 2011-12, the survey began collecting data on administrator gender and race/ethnicity, allowing for intersectional analyses of composition and pay equity.  \nThe Analyses  \nThroughout this report, we will investigate trends for administrators overall and provide further analyses on three key administrator positions: presidents, provosts, and chief human resources officers (CHROs) . This report starts with an investigation of trends in representation and pay equity by gender (women, men) among administrators over the past 20 years (from 2001-02 to 2021-22) . We will then cover intersectional trends in composition and pay equity by race/ethnicity (Native American or Alaska Native, Asian, Black, Hispanic or Latina/o, Native Hawaiian or Other Pacific Islander, two or more races, White) and gender within the administrator workforce over the past 10 years (i.e., from 2011-12 to 2021-22) . We will also investigate whether diversity and pay equity among administrators differs by total operating expense quartile. We will then investigate trends in diversity and pay equity for three key positions: presidents, provosts, and CHROs. Finally, we will discuss conclusions and recommendations for higher ed institutions based on these results.  \n1 Hunt, V., Prince, S., Dixon-Fyle, S., & Yee, L. (2018, January). Delivering Through Diversity. McKinsey & Company.  \n2 Enchautegui-de-Jesús, N., Hughes, D., Johnston, K, & Oh, H. (2006). Well-being in the Context of Workplace Ethnic Diversity. Journal of Community Psychology, 34, 211-233. doi: 10.1002/jcop.20091  \nRepresentation and Pay Equity by Gender for Administrators From 2002 to 2022  \nAmong higher ed administrators, the representation of women steadily increased from 2002 to 2022, from 43% to 51% . This represents an increase of 20%(Figure 1) . 3  \nDuring the two-decade span, there was not much progress in pay equity for female administrators (Figure 1) . In 2002, women in administrator positions were paid $0.90 per $1.00 men in administrator positions were paid. Two decades later in 2022, women in administrator positions were paid $0.93 for each $1.00 men in administrator positions were paid. 4 In 2022, female administrators were still paid notably less than male administrators in the same positions.  \nTurning to examine patterns among individual administrator positions, many administrator positions show very little change in pay equity over the two decades, and some maintain low pay equity. For instance, female deputy chief HR officers were paid $0.83 per $1.00 paid to male deputy chief HR officers in both 2002 and 2022. In some cases, median pay ratios decreased from 2002 to 2022. Female deans of medicine were paid $1.02 per $1.00 paid to men in 2002 and $0.84 per $1.00 paid to men in 2022. Women in the position of chief athletics administrator were paid $0.9","cbCaid8Gm8M3oZlf","https://ap.wps.com/l/cbCaid8Gm8M3oZlf","pdf",1052417,31,"English","# Introduction\n# The Data\n# The Analyses\n# Representation and Pay Equity by Gender for Administrators From 2002 to 2022\n## Figure 1 - Representation and Pay Equity by Gender for Administrators From 2002 to 2022\n## Positions with the largest increases in women’s representation","[{\"question\":\"What data source does the report use to study higher ed administrator trends?\",\"answer\":\"The report uses the CUPA-HR Administrators in Higher Education Survey, covering salary and representation data from 2001-02 through 2021-22, with earlier salary collection starting in 1967-68.\"},{\"question\":\"How did women’s representation among higher ed administrators change from 2002 to 2022?\",\"answer\":\"Women’s representation increased steadily from 43% in 2002 to 51% in 2022 across the period.\"},{\"question\":\"What does the report find about pay equity for female administrators over the two decades?\",\"answer\":\"Pay equity for female administrators showed limited progress, with the pay ratio remaining close to 0.90 in 2002 ($0.90 per $1.00 men) and 0.93 in 2022 ($0.93 per $1.00 men), with women still paid less than men in 2022.\"}]","Higher Ed Administrators - Trends in Diversity and Pay Equity From 2002 to 2022 | PDF",1792048816,78]