Academic Leadership by Gender

White men continue to dominate academic leadership roles

Reviewed by Doretha Clemon

Throughout history, the world of academia—an important route to power and influence, and a source of solid, tenure-protected careers—has been dominated by White men. The shift toward inclusivity began slowly, starting when Oberlin College in Ohio opened its doors to both men and women in 1837, and later when Alice Palmer became the first woman to take on a leadership position at a coeducational institution as the dean of women at the University of Chicago in 1892.

Since then, gender representation in academic leadership has been gradually improving. Women, as well as minority, transgender, and nonbinary individuals, often find themselves in untenured positions, like instructors and assistant professors, more than in senior leadership positions such as college presidents or provosts. This shows that there is still a glass ceiling when it comes to top-level roles.

While we recognize that gender is nonbinary, due to lack of available data, this article focuses only on men and women. With respect to gender-fluid individuals, we report gender representation in academic leadership as men and women, rather than male and female. We acknowledge that sex as reported may not accurately represent an individual’s identity.

Key Takeaways

• Women are represented in academic leadership but make up a smaller portion of senior-level positions.
• A gender wage gap exists in academic leadership.
• Institutions are beginning to recognize the value of diversity among faculty and board members.

Women Are Disproportionately Represented

The “pipeline myth” suggests that the reason that the positions of college president, provost, dean, department chair, and tenured professor are dominated by men is that there are not enough qualified women to fill the role. Yet more women are graduating with both a bachelor’s degree or advanced degrees than men—and for quite some time.

In the past three decades, more than half of all master’s degrees were awarded to women. Looking at doctoral degrees, women have been outpacing men since the 2005–06 academic year. Women college presidents are also more likely to hold a doctoral degree.

Women’s roles in academic leadership are on the rise, yet men continue to dominate the highest administrative ranks. A study from the American Council on Education reveals that, out of 3,955 college president positions, 2,646 are occupied by men and 1,297 by women, with 11 not specified. This means that about 67% of these roles are held by men and 33% by women.

Women are less likely to be promoted and progress slower on the tenure track compared to men. A study by MIT Sloan associate professor Danielle Li found that women are 14% less likely to receive a promotion than men, even though they often outperform them and are less likely to leave their jobs. 

47%

In 2022, women received 47% of all research doctorate degrees, marking a significant 10% rise since 1992. Leading the way, women secured 88.3% of nursing science and education doctorates, 70.6% of education doctorates, and 74.8% of psychology doctorates.

Boardroom Diversity

While they make up a relatively small percentage of governing boards, women members bring unique and valuable perspectives to the table. The share of women on boards has grown gradually, with women occupying 37% of public board seats and 36% of private board seats, marking a 12% rise since 1969. However, minority women lag behind their White counterparts in board representation, making up roughly one-third of public board members and 17% of those on private boards.

Gender Pay Gap in Academia

In academic leadership roles, women face gender and income inequality similar to other fields. A 2022 study by CUPA-HR found that women earn 93 cents for every dollar men earn in similar positions, slightly better than the national average gap of 84 cents. However, women of color in these roles earn just 67 cents for every dollar their white male colleagues make.

Family and Career Path

There are also noticeable differences in the backgrounds and home lives of women and men in high-level positions. For example, according to the American College President Study, college presidents who are men were more likely to have worked at a different institution prior to becoming president than women presidents.

Women presidents were more likely to have participated in a leadership development program within their institution. More women presidents have served as chief academic officer or another high-level administrative position than presidents who are men. These qualifications could suggest that women would be better equipped to lead colleges in times of crisis.

Family life also seems to have a bigger impact on women’s careers in academia. Thirty-two percent of women college presidents reported altering their career to care for a child, spouse, or parent, compared with only 16% of men. This could be part of the reason why women are lagging behind men on the tenure track, and why they also have less saved up for retirement. Women presidents are also less likely to be married and have children than college presidents who are men.         

LGBTQ Representation

Academic leadership positions are predominantly held by straight White men, but in recent years, the number of college presidents in the LGBTQ community has been on the rise. Historically, it has been difficult for gay and transgender people to move past the position of provost. A college president is typically hired by the board, and the process tends to be very political.

In 2010, a group of college presidents wanted to create awareness about this unfair bias and lack of representation in the higher education industry. They formed the LGBTQ Presidents in Higher Education with the committee Partners of Presidents (POP) as a formal part of its structure. According to its website, the group’s mission is as follows:

“LGBTQ Presidents in Higher Education advances effective leadership in the realm of post-secondary education, supports professional development of LGBTQ leaders in that sector, and provides education and advocacy regarding LGBTQ issues within the global academy and for the public at large.”

Looking Ahead

The challenges faced by colleges and universities during COVID in 2020-21 have highlighted the importance of diversity, signaling a prime opportunity to spotlight women and people of color as potential leaders in times of crisis, whether they’re existing staff or new candidates.

In 2024, the push for diverse representation on governing boards continues, with financial barriers often hindering the participation of women and minorities. Efforts to remove these obstacles are underway, aiming for a more inclusive selection of board candidates. Events such as new-member retreats and orientations are some ways that boards are working toward their diversity goal.

What is The Gender Ratio in Academic Leadership Roles?

The gender ratio in academic leadership roles indicates that men continue to hold a majority of top administrative positions. According to a study by the American Council on Education, of the total positions held by college presidents, approximately 67% were men and 33% were women.

Does Gender Play Any Role in Leadership Qualities?

The relationship between gender and leadership qualities is nuanced and influenced by various factors. Research has shown that there are no significant differences between genders in terms of overall leadership effectiveness. However, the approach and style of leadership can vary. New research shows that certain traits may give women an advantage in leadership, such as empathy, interpersonal skills, and the ability to form supportive relationships.

Is There a Gender Pay Gap in Academic Leadership?

Yes, women in academic leadership positions tend to earn less than men. Recent data shows that women are paid approximately 93 cents for each dollar a man in an administrator position was paid. The situation is worse for women of color in academia, who earn roughly 67 cents for every $1 earned by White men.

The Bottom Line

The push for equal representation in academic leadership has made some headway, as we see more women and people from various backgrounds taking on key roles. Yet, challenges persist, especially in pay equality and access to senior positions. Closing these gaps requires efforts from educational institutions to embrace diversity, equity, and inclusion at all levels of governance and administration. Having a diverse team of leaders and board members can positively impact everyone involved with the institution, including students, alumni, and accreditation organizations.

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