The Crisis of Black Women in Academia: Systemic Barriers, Mental Health,
and the Fight for Equity
By Kellie Todd Griffin & Raksha Kopparam
For far too long, Black women in academia have been forced to navigate an exclusionary system that was never built for us. Despite our intellectual brilliance, groundbreaking research, and tireless commitment to education, we remain vastly underrepresented and overburdened. The barriers we face rooted in systemic racism, gender bias, and structural inequities undermine our professional advancement, impact our mental and physical health, and reinforce a cycle of exclusion that limits opportunities for the next generation of Black women scholars.
Black women are among the most qualified yet least supported professionals in higher education. Research has consistently shown that we are denied critical resources, excluded from mentorship networks, and overlooked for tenure and leadership roles. This systemic neglect creates an environment where Black women faculty members must work twice as hard for half the recognition. A 2019 study found that Black women make up only 2.1% of tenured professors in accredited colleges and universities a glaring reflection of academic institutions’ failure to prioritize diversity and inclusion at the highest levels.
Tenure, Bias, and Systemic Barriers
For Black women, tenure is a moving target. Even when we exceed the qualifications required, implicit bias and institutional politics work against us. Dr. Nikole Hannah-Jones, a Pulitzer Prizewinning journalist and MacArthur "Genius" Fellow, was denied tenure at the University of North Carolina at Chapel Hill, despite holding the same position as her white male predecessors who were all granted tenure without issue. Her research, which unapologetically examines the legacy of slavery and systemic racism, was deemed too controversial an all-too-common experience for Black women scholars whose work challenges dominant narratives.
The same biases shape how Black women are evaluated in the classroom. Student evaluations often weaponized against faculty of color routinely rank Black women lower than their white male colleagues, reinforcing stereotypes rather than reflecting actual teaching ability. Studies analyzing thousands of student reviews reveal that Black women professors are more likely to be described as “angry,” “unapproachable,” or “emotional,” while their white male counterparts are seen as “brilliant” and “laid-back.” These perceptions directly impact promotion and tenure decisions, making it even harder for Black women to advance.
The Mental and Physical Toll on Black Women in Academia
The hostile climate Black women face in higher education does not just hinder career progression it has devastating consequences for our health and well-being. The pressure to constantly prove ourselves while navigating racial and gender-based microaggressions creates an unbearable mental health burden.
Tragically, the toll of academia has been fatal. Earlier this year, Dr. Antoinette "Bonnie" CandiaBailey, a professor at Lincoln University, died by suicide after enduring bullying and discrimination at the hands of university leadership. In her final messages, she cited ongoing harassment including being labeled an “angry Black woman,” a racist trope historically used to silence and discredit Black women. Her death is not an isolated incident; just days later, Dr. Orinthia T. Montague, president of Volunteer State Community College, and President JoAnne Epps of Temple University, also passed away suddenly. The unrelenting stress of navigating academia as a Black woman is a crisis that institutions refuse to acknowledge, let alone address.
A 2022 study from the University of Washington confirms what we have long known: Black women in academia experience disproportionately high rates of mental health challenges and physical health conditions, including stress-related illnesses such as polycystic ovary syndrome (PCOS). The study’s lead author, LaShawn Washington, points to a fundamental truth higher education in America was not built for Black women. The exclusionary foundations of these institutions continue to shape policies, cultures, and experiences that devalue and dehumanize us.
The Consequences of Underrepresentation
The absence of Black women in faculty and leadership positions deprives students especially Black students of mentors and role models who reflect their lived experiences. Across the nation, students report having had fewer than five Black professors throughout their entire college education, and even fewer Black women. This lack of representation affects student success, career trajectories, and the overall inclusivity of higher education.
In California, less than half a percent of Black women hold full or adjunct professorships, despite making up 2% of the state's higher education workforce. White women, by contrast, represent 28% of university professors. This gross disparity in hiring and promotion reflects deeper systemic biases that continue to relegate Black women to the margins of academia.
Pay Inequity: The Economic Cost of Discrimination
Black women in academia are not only underrepresented they are underpaid. Even after accounting for education and experience, Black women in higher education earn nearly $12,000 less per year than their white counterparts. At the professorship level, the wage gap remains significant, with Black women making $11,000 less than white women. These disparities reflect the broader economic oppression that Black women face across industries and reinforce the urgency of addressing pay equity in higher education.
The Fight for Equity in Higher Education
This crisis demands systemic change. We must move beyond performative diversity statements and demand concrete actions that dismantle barriers for Black women in academia. This includes:
• Institutional Accountability: Universities must implement transparent tenure and promotion criteria that mitigate bias and ensure fair evaluations.
• Mental Health Support: Institutions must recognize the unique stressors Black women face and invest in culturally competent mental health resources.
• Pay Equity: Universities must conduct annual salary audits to identify and eliminate racial and gender pay gaps.
• Intentional Recruitment and Retention: Schools must actively recruit, mentor, and retain Black women faculty, ensuring they receive the resources and support needed to thrive.
Black women have always been at the forefront of knowledge production, from shaping critical race theory to leading groundbreaking research on racial justice, gender equity, and public policy. Yet, higher education continues to sideline, exploit, and disregard our contributions. The fight for justice in academia is not just about representation it is about dismantling the systemic oppression that limits Black women’s access to opportunity, health, and well-being.
Until universities fully commit to equity, accountability, and institutional transformation, Black women in academia will continue to resist, reclaim, and revolutionize the spaces we enter because our voices, our scholarship, and our presence are non-negotiable.
Share of Women Employed as Professors at Public and Private Universities by Race, 2022
Black White Hispanic AANHPI American Indian or Alaskan Native Other (single race)
Black White Hispanic AANHPI American Indian or Alaskan Native Other (single race)
Annual Income of Women Working in Higher Education by Race, 2022
Annual Income of Women Employed as Professors by Race, 2022
AANHPI
Indian or Alaskan Native
Black White Latina AANHPI American Indian or Alaskan Native
Diversity and Inclusion Initiatives:
Universities should establish targeted recruitment efforts aimed at increasing the representation of Black women faculty, staff, and administrators through partnerships with historically Black colleges and universities (HBCUs), professional organizations, and community networks. Additionally, universities can implement diversity training programs for search committees and hiring managers to mitigate bias in the recruitment and selection process. Creating affinity groups and support networks for Black women within higher education institutions can also foster community, mentorship, and professional development opportunities, contributing to the overall strengthening of campus culture.
Equitable Hiring Practices:
University policies that ensure transparency and fairness in hiring processes, including the establishment of clear selection criteria, job descriptions, and evaluation metrics can improve confidence in the hiring processes. Policies such as blind reviews for job applications can minimize the influence of implicit bias based on race, gender, and other factors.
Equal Pay and Compensation:
To better understand the evolving data on staff equity, universities should conduct regular audits of salary data to identify and address disparities in pay between Black women and their counterparts. They should establish pay equity guidelines and benchmarks to ensure that compensation decisions are based on objective criteria and performance evaluations. Additionally, they should promote avenues for salary transparency and accountability, including the publication of salary ranges for faculty and staff positions and mechanisms for addressing salary grievances and discrepancies, as research has shown that pay transparency protocols objectively help women during job recruitment and negotiation processes.
Promotion and Tenure Reform:
All universities, not just HBCUs, need to reform and revise promotion and tenure criteria to recognize diverse forms of scholarship, teaching, and service that reflect the contributions of Black women and other underrepresented groups. To display their dedication to such reform, universities can establish support programs for pre-tenure and tenure-track faculty, including guidance on navigating the promotion and tenure process, developing research agendas, and building professional networks. Tenure is not the only form of job security and promotion in higher education; universities need to create clear pathways for advancement and leadership opportunities for Black women within academic departments and administrative units.
Work-Life Balance and Health:
To address the dire health outcomes that Black women experience as higher education staff, universities need to expand access to affordable childcare and family-friendly policies, including on-campus childcare centers, flexible scheduling options, and remote work arrangements. They can implement parental leave policies and caregiver support programs that accommodate the
needs of Black women faculty and staff during significant life transitions, such as childbirth, adoption, and caregiving responsibilities. And importantly, they need to provide resources and referrals to support mental health and wellness initiatives for Black women employees, including counseling services, stress management workshops, and employee assistance programs.
In conclusion, addressing the challenges faced by Black women in academia is essential for promoting equity, diversity, and inclusion within higher education. By increasing the representation of Black women scholars, academic institutions can foster inclusive learning environments, advance knowledge and scholarship, and inspire future generations of students. Policymakers, institutional leaders, and stakeholders must take proactive steps to address systemic biases and barriers and create a more equitable and inclusive academic landscape for Black women scholars.