Tag: Representation

  • The politics of representation

    The politics of representation

    When I searched for Sarah McBride’s name on March 12, the first thing I saw was a story about a member of the U.S. Congress calling her “Mr. McBride” in an official hearing.

    Ms. McBride is the first congressional representative in United States history to be openly transgender.

    Since 18 November 2024, when McBride was elected to Congress, I’ve seen dozens of articles in which the only thing in question is her gender identity. It’s funny that Republicans in the U.S. Congress have made such a fuss over McBride’s gender, while McBride – the only congressperson representing the state of Delaware – has done nothing of the sort.

    For someone so polarised and one-dimensional by the media, McBride seems intent on collaboration.

    Delawareans have been overwhelmingly supportive of McBride. A University of Delaware poll, which recorded the pre-election numbers, had McBride at 52% of the vote, while her opponent, John Whalen, received 30%. Sarah McBride ended up with a 58% return, which could be considered a landslide.

    This starkly contrasted primaries across the country, with many states flipping Republican, that had gone Democrat in 2020.

    So, what’s the difference between Delaware and McBride, compared to the rest of the nation?

    What voters care about

    For starters, Delaware, where I live, is minuscule compared to its sister states. These conditions make Delaware not only ideal grounds to break history on, but also the only place it could have happened for McBride.

    Delaware does not boast a large number of gay and trans people. A UCLA poll found that only 4.5% of citizens in Delaware are queer and trans and over half are under voting age. By and large, McBride was elected by a primarily straight electorate.

    This election did not contrast with the national sentiment of Democrats. A Pew Research study found that about 64% of Americans believe trans people should be protected from discrimination when it comes to employment, housing, and education. Additionally, democrats had even stronger support of the notion that gender is not assigned at birth.

    Simply put, Delaware and McBride are a good fit.

    McBride is calm, composed, and focusing on her Delaware constituents more than anything else. In fact, she is the first freshman democrat in the 119th Congress to bring a bill to the floor. A bipartisan bill protecting consumers from credit appraisal scams.

    Opposition from Republicans

    Some congressional Republicans prefer to call McBride names rather than work to make a stronger nation.

    Describing McBride’s welcome to D.C. can be summarized in two words: Political Theatre.

    On McBride’s first visit to D.C., she was greeted by a ban on the use of bathrooms in the house by transgender people brought forward by Republican Congresswoman Nancy Mace. This pointed attack by Representative Mace didn’t seem to affect McBride, who was more focused on: “Delivering on the issues that keep Delawareans up at night.”

    In recent months, McBride has been subject to even more unwarranted scrutiny and misnomers from her republican colleagues.

    I spoke with McBride to hear her plans for Delaware, her response to President Trump’s actions, and what she has accomplished thus far in her congressional term.

    Jack McConnel: What was your main reason to run for congressional office? 

    Sarah McBride: So my interest in politics was really rooted in my own journey to authenticity as a young person, as someone growing up here in Delaware, I was scared. I wondered whether the heart of this country was big enough to love someone like me.

    And I faced a crisis of hope. And in that crisis of hope, I went searching for solutions and examples of our world becoming kinder and fairer. And I found a little glimmer of hope as I read history books and saw the through line of every chapter was a story of advocates, activists and a handful of courageous and effective elected officials working together to right the wrongs of our past, to address injustice, to bring people from the shadows and the margins of society into the circle of opportunity.

    I ultimately decided to run for office, though, in 2019 for the state Senate was really the byproduct of my experience as a caregiver to my husband during his battle with terminal cancer.

    Because I know despite the fact that Andy lost his life to cancer, I know how lucky we were. I know how lucky he was to have health insurance that allowed him to get care that prolonged his life. And I know how lucky both of us were to have flexibility with our jobs that allowed him to focus on the full-time job of getting care and me to focus on the full-time job of caring for him.

    McConnel: What are you most proud of so far in your term?

    McBride: First is that I’ve introduced multiple bipartisan bills.

    One with [California Republican] Young Kim that provides consumer protections for Americans against the predatory practices of so-called credit repair organizations.

    The second more recently with [Republican] Representative Mike Lawler from New York, which protects farmers and in so doing helps to lower costs for Delawareans at the grocery store by investing in combating avian flu.

    McConnel: How do you think the Democratic party should respond to the results of the 2024 election?

    McBride: What we can do is we can help to mobilize the public against [President Donald Trump]. Public opinion still matters. We are still under democracy. These people still care about their popularity. They still care about the next election and the goal in this moment as we defend Medicaid in the short run.

    The goal in this moment also has to be to make sure that this president, that the public understands the harms that this president is inflicting on people of every political persuasion across the country. As the public mobilizes against this president, it throws sand in the gears of an authoritarian machine that slows it down, that extends the runway of our democracy so that we can get to the next election and get to the next election.

    McConnel: How do you plan on responding to these movements?

    McBride: Fighting back against that is at the top of my priority list at this moment. In the longer term, obviously, there is an answer to your question, a real effort by this president to illegally and unconstitutionally consolidate power to essentially create absolute power.

    I mean, his first step is to employ what’s called the unitary executive theory, which is absolute authority within the executive branch under the purview of Congress. But he’s also clearly trying to undermine the main power of Congress, the power of the purse. He’s questionable about whether he’s going to listen to the Supreme Court and when all is said and done, making sure that we can’t stop every action by this president. The results of the last election give us limited institutional levers.

    McConnel: Thank you, Representative McBride.

    The main concern McBride reiterated again and again was what she was doing for the Delawareans who elected her. McBride took every opportunity during our interview to highlight the issues most relevant to her constituents. She talked to me about the effort to defund programs Delawareans rely on.

    When asked about what the Democratic Party should be doing going forward, McBride said that Democrats have lost the “art of social change” and that they must be willing to meet people where they are and engage in conversations where people disagree. She pointed towards the 2026 midterms as a place to build momentum towards.

    McBride said when Democrats try to sound the alarm about everything the president is doing, it dilutes the effect of the message. “We can’t ever go to 10 if we’re always at 10,” she said.

    McBride’s goal? Slow down Trump where she can and build support going into 2026.


     

    Questions to consider: 

    1. In what way does Representative Sarah McBride get treated differently than her Congressional colleagues?

    2. What did Delaware voters care about when they voted to elected McBride to Congress?

    3. If you were to vote for a government representative, what issues do you most want that person to tackle?


     

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  • Data Show Women and People of Color Have Lower Representation Among the Highest-Paying Higher Ed Professional Jobs – CUPA-HR

    Data Show Women and People of Color Have Lower Representation Among the Highest-Paying Higher Ed Professional Jobs – CUPA-HR

    by CUPA-HR | July 17, 2024

    New research from CUPA-HR on the state of the professional workforce in higher education shows that women and people of color are not only being paid less than White men in the same position, but also are less likely to hold higher-paying positions.

    CUPA-HR’s research team analyzed data from the Professionals in Higher Education Survey, a comprehensive data source that collects salary and demographic data on more than 293,000 professionals in 409 positions from approximately 985 higher ed institutions, to evaluate representation and pay equity for women and professionals of color from 2016-17 to 2023-24.

    The Findings

    Women and people of color have lower representation among the highest-paying professional jobs. Women and people of color have lower representation among six-figure (i.e., paid more than $100,000) jobs in comparison to all other professional jobs. White men held 40% of six-figure jobs but held 28% of jobs paying less than $100,000.

    Pay equity has improved slightly for women over the past eight years, but women of most races/ethnicities are still paid less than White men. Except for Asian women, women of all other examined races/ethnicities were paid less than White men in 2023-24.

    Over the past eight years, the representation of people of color increased among higher ed professionals; the increase in the representation of women of color was more than double the increase in the representation of men of color. The representation of people of color increased from 22% of professionals in 2016-17 to 26% of professionals in 2023-24. During this time, women of color had more than two times the increase in their representation than did men of color (26% increase for women versus 10% increase for men).

    Older women experience greater pay gaps than younger women. Women over age 42 had larger pay gaps relative to White men than did women age 42 or younger.

    Explore the interactive graphics and read the full report, The Higher Ed Professional Workforce: Composition and Pay Equity by Gender and Race/Ethnicity From 2016-17 to 2023-24.



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  • Newly Updated CUPA-HR Data Shed Light on Trends in Representation and Pay Equity in the Higher Ed Workforce – CUPA-HR

    Newly Updated CUPA-HR Data Shed Light on Trends in Representation and Pay Equity in the Higher Ed Workforce – CUPA-HR

    by Julie Burrell | January 22, 2024

    Progress in both representation and equitable pay for women and people of color remained sluggish in most roles on college and university campuses in academic year 2022-23, according to the newest data. Through several interactive graphics representing years of research, CUPA-HR highlights the progress that has been made and the disparities that persist. The data track gender and racial composition as well as pay of administrative, faculty, professional, and staff roles, collected from CUPA-HR’s signature surveys.

    While the representation of women and people of color across all roles has steadily increased, inequity remains, especially when it comes to compensation for women and people of color. However, there were some notable areas of progress when it comes to compensation. Asian women and men of color (except for Native American/Alaskan Native men) in administrative roles saw better pay equity than most other groups.

    Administrators

    The share of racial and ethnic minorities in administrative roles continued to grow over the past decade, but gaps in both representation and pay remained steady. This is especially true for women of color, who represented less than 11% of these roles and, for the most part, received lower salaries than White men.

    In 2022-23, people of color made up 18.7% of administrators, up from 12.9% in 2011-12. Although the proportion of people of color in higher ed administrator positions grew steadily over the last decade, these increases have not kept pace with the rate at which minorities are obtaining graduate degrees.

    No improvement was shown in pay disparities for most women administrators. All female administrators except for Asian women received lower salaries than White men. Conversely, men of color, except for Native American/Alaskan Native men, were 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.

    See the Administrators Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics, as well as data broken out by CEO, provost and chief HR officer.

    Faculty

    There are two notable findings regarding faculty composition. First, more women faculty were represented in non-tenure-track roles than in tenure-track roles in 2022-23. Second, with each increase in rank, the proportions of women faculty and faculty of color decreased for both tenure-track and non-tenure-track faculty. Taken together, this means that women were over-represented in the lowest-paying and lowest-ranking positions.

    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 factor that most impacts faculty pay is promotion to a higher rank, which is often the only time faculty receive significant increases in salary. When there is bias in promoting women and faculty of color to successive ranks, as our data continued to show, this results in career earnings gaps that far exceed what is often detected in pay equity studies within rank for a given year.

    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

    In academic year 2022-23, women of all races and ethnicities were paid less than their male counterparts in professional roles, while women’s representation increased from 58% to 61% across all professional positions since 2016-17. The growth is due to slight increases in the representation of women of color, from 13.1% in 2016-17 to 15.7% in 2022-23.

    Representation by gender and race/ethnicity varied widely by position. Human resources had the greatest share of women professionals, with 82% being women, including 28% women of color. Information technology had the lowest percentage of professional women (27%), and librarians and development/fundraising professionals had the lowest representation of professionals of color (14%).

    While pay was more equitable for most groups (apart from Hispanic/Latina women and men of two or more races), pay disparities persisted. Women of all races and ethnicities were paid less than their male counterparts. In addition, Hispanic/Latino men, Native Hawaiian men, and men of two or more races were paid less than White men.

    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 roles continued to have a higher representation of people of color than any other higher ed employee group last year. Staff also continued to be the lowest-paying positions in higher ed, with women particularly hard hit by pay disparities.

    In 2022-23, women of color represented about 19% of all higher ed staff, and men of color represent about 13% of all higher ed staff — a modest increase since 2016-17. Skilled craft employees were the least racially diverse, a finding that has persisted across the past six years. Notably, skilled craft staff are among the highest-paid staff positions.

    Since 2016-17, women were 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 2022-23 than in 2016-17. Pay equity was the same or worse in 2022-23 than in 2016-17 for Black women, Hispanic/Latina women, women of two or more races, and White women. Men of color fared considerably better than women of color when it came 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.

    CUPA-HR Research

    CUPA-HR is the recognized authority on compensation surveys for higher education, with its workforce surveys designed by higher ed HR professionals for higher ed HR professionals and other campus leaders.



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  • CUPA-HR Data Highlights Trends in Representation and Pay Equity in the Higher Education Workforce, and the News Is Mixed – CUPA-HR

    CUPA-HR Data Highlights Trends in Representation and Pay Equity in the Higher Education Workforce, and the News Is Mixed – CUPA-HR

    by CUPA-HR | March 1, 2023

    When it comes to representation and pay equity for women and people of color in the higher education workforce, colleges and universities have frequently struggled to make meaningful progress. Through several new 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 — through 2022.

    Administrators

    While the proportion of people of color in higher ed administrator positions has grown steadily over the last 10 years, these increases have not kept pace with the rate at which minorities are obtaining graduate degrees. In 2022, people of color made up 18.2 percent of administrators, up from 12.9 percent in 2012.

    The data also show that pay gaps for women administrators of all races/ethnicities are consistent across the past 10 years and notably wide. Pay inequity is particularly egregious for women administrators of color (with the exception of Asian women). Men of color, on the other hand, have been paid salaries equitable to or greater than those of White men in recent years.

    The Administrators in Higher Education Survey collects data on administrator positions that manage a higher ed institution or a division within it.

    See the Administrators Composition and Pay Equity by Gender and Race/Ethnicity interactive graphics, as well as data broken out by CEO, provost and chief HR officer.

    Faculty

    There are two notable findings in faculty composition. First, more women are represented in non-tenure-track than in tenure-track faculty. Second, for each tenure status and with each increase in rank, the proportions of women and faculty of color decrease. This means that women are over-represented in the lowest-paying and lowest-ranking positions. This remains the case despite the fact that the proportion of women and faculty of color have increased slightly at each rank over the past five years.

    Pay gaps for women faculty, regardless of tenure status or rank, continue to persist, particularly at the rank of professor. These gaps are most notable for women of color. Pay gaps at other ranks have narrowed over time, particularly for tenure-track faculty. Importantly, the factor that most impacts faculty pay is promotion to a higher rank. Often, the only significant increases in salary happen with these promotions. These data show that the only group that has greater representation with each increase in rank is that of White male faculty, and this pattern has persisted over time.

    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 across all professionals’ positions since 2017, and in 2022, women represented more than 60 percent of higher ed professionals. This change is due to slight increases in representation of women of color since 2017. In 2022, representation of people of color was 24 percent overall, with the highest percentage among human resources professionals (34 percent) and diversity and equal opportunity professionals (33 percent).

    In 2022, women were consistently paid less than White men, a pattern that has worsened since 2017. However, men of color were paid more equitably in 2022 compared to previous years.

    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 these are the lowest-paying positions in higher ed. In 2022, women of color represented about 19 percent of all higher ed staff, and men of color represented about 13 percent of all higher ed staff. These numbers have increased since 2017, though modestly. Skilled craft employees were the least racially diverse group, as 80 percent were White men, a finding that has persisted across the past six years. Notably, skilled craft staff are among the highest-paid staff positions.

    Since 2017, women in staff positions have been paid consistently and considerably less than White men in staff positions, a pattern that has worsened over time, particularly for women in office and clerical positions. Men of color were paid more equitably in 2022 when compared to 2017.

    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.

    CUPA-HR Research

    CUPA-HR is the recognized authority on compensation surveys for higher education, with its workforce surveys designed by higher ed HR professionals for higher ed HR professionals and other campus leaders. CUPA-HR has been collecting data on the higher ed workforce for more than 50 years, and we maintain one of the largest workforce databases in existence. CUPA-HR also publishes numerous research publications and interactive graphics highlighting trends and issues around higher ed workforce planning, pay equity, representation of women and racial/ethnic minorities and more. Learn more about CUPA-HR research.



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  • New Report on the Representation of Women and Racial/Ethnic Minorities in the Workforce of Minority-Serving Institutions – CUPA-HR

    New Report on the Representation of Women and Racial/Ethnic Minorities in the Workforce of Minority-Serving Institutions – CUPA-HR

    by CUPA-HR | February 23, 2022

    Minority-serving institutions (MSIs) play an important role in ensuring students from underrepresented races and ethnicities receive a quality education.

    While there is an abundance of research on students who attend MSIs, little research has examined the MSI workforce, specifically, how the racial/ethnic representation of faculty, administrator, professional and staff reflects the student populations being served.

    The latest CUPA-HR report, The Representation of Women and Racial/Ethnic Minorities in the Workforce of Minority-Serving Higher Education Institutions targets this gap by providing an overview of MSI representation among all U.S. higher ed institutions and showing their geographic spread across the country; providing a closer examination of racial/ethnic and gender composition of faculty, administrators, professionals and non-exempt staff; and assessing how well the racial/ethnic composition of the higher ed workforce at MSIs reflects their student populations and matches the minority-serving mission of the institutions.

    Key findings from the report:

    • MSIs have higher racial/ethnic minority representation among their workforce than non-MSIs.
    • HBCUs have the highest representation of racial/ethnic minority employees.
    • Overall, the representation of racial/ethnic minority faculty at MSIs does not match the representation in students.
    • Overall, administrators, professionals, and staff at MSIs have similar racial/ethnic minority representation when compared to students.

    For more findings on the representation of women and racial/ethnic minorities in the workforce at MSIs, read the full report.



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  • New Research Shows Women in the Leadership Pipeline in Higher Education Have Better Representation and Pay in Institutions With Female Presidents and Provosts – CUPA-HR

    New Research Shows Women in the Leadership Pipeline in Higher Education Have Better Representation and Pay in Institutions With Female Presidents and Provosts – CUPA-HR

    by CUPA-HR | January 24, 2022

    New research by CUPA-HR has found that U.S. colleges and universities with women presidents or provosts have higher representation of women in administrative, dean and faculty positions than institutions led by men. The study also found that colleges and universities with women presidents have higher pay for women in administrative positions than institutions led by men. These positions tend to be pipelines for the senior-most executive positions in higher ed, which underscores the significance of the findings.

    Women Administrators Pay and Representation in Institutions With Female Presidents

    Findings show that institutions with female presidents have a higher percentage of women in all administrative categories — senior institutional officers, institutional administrators and heads of divisions. Although female administrators are generally paid less than male administrators in the same positions regardless of the sex of the president, female senior institutional officers, institutional administrators, and heads of divisions are paid more equitably at institutions with a female president than at institutions with a male president.

    Female Deans and Faculty Pay and Representation in Institutions With Female Provosts

    Institutions with female provosts have a significantly higher representation of women in dean positions and in all faculty ranks. Provost sex does not have a strong or consistent impact on pay equity for deans and faculty; however, it is worth noting that better representation at higher faculty ranks and in dean positions has an impact on pay, as these positions make higher salaries.

    The representation of women drops with successive faculty ranks (from assistant to associate to full professor). These promotions represent the few times in a faculty member’s career when appreciable salary increases are granted. If women are not being promoted, they are not receiving these pay raises. In addition, those in dean positions are generally promoted from senior faculty ranks. Therefore, if women are not adequately represented in senior faculty, they will not have the same likelihood as men of being considered for a higher-paying dean position.

    To sum up the findings, higher ed institutions with female executives have better representation of women throughout their institutions in positions that: a) are paid higher salaries and b) serve as key points in the executive leadership pipeline. Jackie Bichsel, CUPA-HR’s director of research and co-author of the new report, noted that, “In an era where institutions are adapting to shifting workforce expectations, adjusting to continuous decreases in budgets, contemplating changes in enrollment, addressing challenges of recruitment and retention, and rethinking their mission, more openness to change and less tolerance of risk may be just what is needed to navigate this new landscape. Providing more (and more equitable) opportunities for women to advance within higher education seems an obvious path forward in this navigation.”

    Read the full report, Women in the Leadership Pipeline in Higher Education Have Better Representation and Pay in Institutions With Female Presidents and Provosts.



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