Quantifying hierarchy and dynamics in US faculty hiring and retention

Faculty hiring and retention determine the composition of the US academic workforce and directly shape educational outcomes(1), careers(2), the development and spread of ideas(3) and research priorities(4,5). However, hiring and retention are dynamic, reflecting societal and academic priorities, generational turnover and efforts to diversify the professoriate along gender(6-8), racial(9) and socioeconomic(10) lines. A comprehensive study of the structure and dynamics of the US professoriate would elucidate the effects of these efforts and the processes that shape scholarship more broadly. Here we analyse the academic employment and doctoral education of tenure-track faculty at all PhD-granting US universities over the decade 2011-2020, quantifying stark inequalities in faculty production, prestige, retention and gender. Our analyses show universal inequalities in which a small minority of universities supply a large majority of faculty across fields, exacerbated by patterns of attrition and reflecting steep hierarchies of prestige. We identify markedly higher attrition rates among faculty trained outside the United States or employed by their doctoral university. Our results indicate that gains in women's representation over this decade result from demographic turnover and earlier changes made to hiring, and are unlikely to lead to long-term gender parity in most fields. These analyses quantify the dynamics of US faculty hiring and retention, and will support efforts to improve the organization, composition and scholarship of the US academic workforce.

Automated summary

Faculty hiring and retention have significant implications for the composition and outcomes of the US academic workforce. This study highlights the pervasive inequalities and gender disparities in faculty production and retention, providing important insights for improving academic workforce diversity and equity.