Faculty workload inequities have important consequences for faculty diversity and inclusion. On average, women faculty spend more time engaging in service, teaching, and mentoring, while men, on average, spend more time on research, with women of color facing particularly high workload burdens. We explore how faculty members perceive workload in their departments, identifying mechanisms that can help shape their perceptions of greater equity and fairness. White women perceive that their departments have less equitable workloads and are less committed to workload equity than white men.
The distribution of faculty workload can become unequal, with consequences for faculty productivity, advancement, and retention. This reference list contains the latest research on faculty workload inequities and the policies and practices academic units can use to enhance fairness in workload distribution.