Gender, race, and faculty work inequities.

This article examines how gender and race intersect to create significant workload inequities among university faculty, extending beyond the classroom and research lab into service and administrative responsibilities. It draws on existing sociological research to illustrate that women and faculty of color, particularly women of color, shoulder a disproportionate share of "invisible labor." This labor encompasses extensive student mentoring (especially for diverse student populations), committee work related to diversity initiatives, and emotional labor associated with navigating and addressing discrimination. The piece argues that these uncompensated and often undervalued contributions are rarely recognized in formal evaluation processes, leading to career penalties for those who undertake them. The author advocates for institutions to critically assess and redistribute faculty workloads, explicitly value and reward all forms of academic labor, and implement transparent systems that prevent the concentration of service burdens on marginalized groups, ultimately aiming for a more equitable and sustainable academic environment for all faculty.