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Overview
The 2024 Faculty Trends report presents detailed data on faculty size, searches, promotions, retirements, and diversity, providing a comprehensive overview of the evolving landscape within the Faculty of Arts and Sciences (FAS). Additionally, the report examines key trends, including the effects of a one-time retirement incentive program introduced by the FAS last year.
The key findings of the report include:
- The number of ladder faculty has remained steady across divisions, with planned growth in the Harvard John A. Paulson School of Engineering and Applied Sciences (SEAS).
- The tenure promotion success rate for AY 2023–24 was 70%, and 78% over the past five years.
- The number of retirements more than doubled this year, driven by a one-time incentive program, marking a significant increase compared with the past 13 years.
- The representation of Faculty of Color[1] and Historically Underrepresented Faculty[2] has continued to grow steadily, while the number of women faculty dipped this year.
- The FAS has continued to expand its faculty professional development offerings, providing valuable support and resources for both new and current faculty members.
Faculty Size
The FAS faculty comprises ladder and non-ladder faculty. The ladder faculty consists of tenured and tenure-track faculty.[3] The non-ladder faculty includes senior non-ladder members (i.e., those with renewable appointments in the voting faculty, such as professors of the practice, senior lecturers, and senior preceptors) and faculty with term-limited appointments (primarily lecturers and preceptors).[4] In addition, visiting faculty contribute to the FAS’s research and teaching mission.
In AY 2024–2025, the FAS consists of 1,285 faculty members, categorized by appointment type in Table 1.
Table 1. Number of Faculty, by Appointment Type
| Faculty Rank | Number of faculty |
|---|---|
| Ladder Faculty | 730 |
| Senior Non-ladder Faculty | 97 |
| Lecturers and Preceptors | 384 |
| Visiting Faculty | 74 |
| Total | 1285 |
Size of the ladder faculty
Over the past decade, the size of the ladder faculty has remained relatively flat. Despite a larger-than-usual number of retirements last year, driven by a one-time retirement incentive program offered in addition to the ongoing FAS Retirement Plan, the faculty size was maintained through a significant number of new faculty searches. We will present more details on these dynamics in later sections.
Figure 1. Number of Ladder Faculty in the FAS and by Division
Long Description: Number of Ladder Faculty in the FAS and by Division
Overview
The line chart shows the number of ladder faculty by division/SEAS over time from academic year 2015-16 to academic year 2024-25. The x-axis represents the academic year, while the y-axis represents the number of faculty. There are five lines shown in the chart: FAS Ladder Total, Arts and Humanities, Sciences, SEAS, Social Sciences. Over this ten-year period, the chart shows that the total number of ladder faculty has remained relatively stable. The count of ladder faculty was 731 in 2015-16 and is 730 in 2024-25.
Values
| Year | Arts & Humanities | Sciences | SEAS | Social Sciences | FAS Ladder Total |
|---|---|---|---|---|---|
| 2015-16 | 197 | 204 | 85 | 245 | 731 |
| 2016-17 | 199 | 206 | 85 | 244 | 734 |
| 2017-18 | 202 | 205 | 89 | 243 | 739 |
| 2018-19 | 200 | 201 | 88 | 245 | 734 |
| 2019-20 | 193 | 197 | 89 | 245 | 724 |
| 2020-21 | 193 | 206 | 88 | 241 | 728 |
| 2021-22 | 187 | 201 | 88 | 233 | 709 |
| 2022-23 | 195 | 199 | 87 | 242 | 723 |
| 2023-24 | 194 | 204 | 94 | 238 | 730 |
| 2024-25 | 193 | 204 | 96 | 237 | 730 |
The size of the three divisions has remained relatively stable, while SEAS has expanded in line with its strategic plan.
Searches and Offers
In AY 2023–2024, the FAS and SEAS conducted 85 ladder faculty searches and made 55 offers. Of these 55 offers, 46 were in the three divisions, and nine were in SEAS. Forty-two were for tenure-track faculty, and 13 for tenured faculty. Additionally, 21 of the 55 offers went to women (38%), 22 went to Faculty of Color[1] (40%), and eight went to Historically Underrepresented Faculty[2] (15%).
Tenure Promotions
During the academic year 2023–2024, 20 faculty members underwent tenure review, with 14 (70%) successfully granted tenure.
Over the past five years, the tenure-track faculty reviewed for promotion to tenure (N = 78) had a 78% success rate. This included an 86% promotion rate for women, 71% for men, 76% for White faculty, and 83% for Faculty of Color.
Tenured Retirements
By June 30, 2024, 25 tenured faculty members retired, which is more than twice the average number of retirements since the FAS implemented the Faculty Retirement Program (FRP).[5] This increase was primarily due to the one-time faculty incentive program offered last year.
For context, the FAS introduced the Faculty Retirement Program (FRP) in 2010. FRP is a phased retirement plan with a two- and four-year phased period for faculty who sign up between the ages of 65 and 72 and begin the phased period by the end of the year in which they turn 72. There is also a two-year half-pay option for faculty who are 73 and older. This program led to a 50% increase in the number of retirements, on average.
In the academic year 2023–2024, the Faculty Retirement Option (FRO) was offered as a one-time alternative to the FRP for faculty 73 and older. Faculty in this cohort who opted into the FRO received an extra payment equal to their 2023–2024 nine-month academic year base salary. Thirteen tenured faculty signed up for this program.
Among the 25 tenured faculty who retired in June 2024, nine were participants in the FRO, 13 retired through the FRP, and three retired without enrolling in any program. Looking ahead to the 2024–25 academic year, 16 additional faculty members are scheduled to retire by June 2025.
In addition to the tenured faculty, four senior non-ladder faculty retired in June 2024.
Of note is that an unusually large number of female tenured faculty retired last year. Of the 25 retiring faculty, 12 were women or 48%. In comparison, women accounted for 18% of all retirements from the launch of the FRP until 2024.
Due to the ongoing impact of the FRO, we anticipate a higher-than-usual number of retirements again next year. However, since we do not plan to repeat the one-time incentive program, we expect the number of retirements to return to the pre-FRO levels of approximately 12 per year in the following year.
What does this mean? To better understand the age at which tenured faculty retire, we estimated the cumulative probability of retiring by a particular age for faculty aged 60 or older between 2005 and 2023.[6]
Figure 2. Cumulative Probability of Retirement: Senior Faculty 60+ between 2005–2024 (N=535)
Figure 2 shows the cumulative probability (black line) and the confidence interval (shaded area) of retirement for faculty aged 60 or older, based on data from 2005 to 2024. Approximately half of faculty aged 60 or older are expected to retire by the age of 77, whereas approximately a quarter of faculty in this cohort will retire only after reaching 82.
Long Description: Cumulative Probability of Retirement: Senior Faculty 60+ between 2005–2024
Overview
This line chart presents the cumulative probability of retirement for senior faculty aged 60 or older between 2005 and 2024. The x-axis represents the age of faculty members, and the y-axis shows the cumulative probability of retirement as a percentage. The black line represents the estimated cumulative probability, with a shaded interval around it representing the 95% confidence interval. The chart shows that approximately half of the faculty are expected to retire by age 77, while a quarter are likely to retire after reaching age 82.
Figure 3. Cumulative Probability of Retirement, by Gender: Senior Faculty 60+ between 2005–2024 (N=535, with 111 women and 424 men)
Figure 3 shows the cumulative probabilities (lines) and confidence intervals (shaded areas) of retirement by gender.[7] Overall, female faculty tend to retire earlier than their male counterparts, with the difference most pronounced after faculty reach the age of 80. For instance, according to the hazards model, 50% of women aged 60 and older are expected to retire by age 76, similar to the 50% of men who retire by age 77. However, approximately 75% of female faculty members are expected to retire by around age 80, whereas the same retirement probability for male faculty is not reached until around age 85.
Although the ongoing retirement program and the one-time faculty incentive have influenced retirement rates, a significant portion of the faculty remains active well into their eighties.
Long Description: Cumulative Probability of Retirement, by Gender: Senior Faculty 60+ between 2005–2024
Overview
This chart compares the cumulative probability of retirement of male and female senior faculty aged 60 or older between 2005 and 2024. Two separate lines represent the cumulative probability of retirement for men and women, with shaded intervals around each line representing the 95% confidence intervals. The x-axis shows age, while the y-axis represents the cumulative retirement probability. The chart shows that women tend to retire earlier than men, with 50% of women expected to retire by age 76, while 50% of men retire by age 77. The divergence becomes more pronounced after age 80, where 75% of women are expected to have retired by age 80, compared to age 85 for men.
Gender and ethnic and racial composition of the faculty
This section analyzes the demographic diversity of the FAS faculty, including ladder, non-ladder, and visiting faculty.
Gender
Regarding gender, 39% of the FAS Faculty (ladder and non-ladder) are women, and 0.2% are non-binary. The tenure-track and non-ladder faculty are more gender diverse than the tenured faculty, as shown in Figure 4.[8]
Figure 4. Fraction of Women Faculty
Long Description: Fraction of Women Faculty
Overview
This bar chart shows the percentage of women faculty across different categories within the Faculty of Arts and Sciences (FAS). The categories include non-ladder faculty, tenure-track faculty, and tenured faculty. The x-axis represents the different faculty categories, while the y-axis represents the percentage of women in each group. The chart shows that 48% of the non-ladder faculty are women, 41% of the tenure-track faculty are women, and 30% of the tenured faculty are women. The chart highlights that tenure-track and non-ladder faculty have higher gender diversity compared to tenured faculty. Each category is represented by a bar, and the heights of the bars reflect the percentage of women in that faculty rank.
Values
| Faculty Title | Fraction of women |
|---|---|
| Tenured | 30% |
| Tenure-track | 41% |
| Non-ladder/Visiting | 48% |
Ethnic and racial composition of the faculty
In terms of ethnicity and race, the FAS ladder, non-ladder, and visiting faculty as a whole comprise 5.9% Black or African American faculty, 5.4% Hispanic or Latino faculty,[9] 0.2% American Indian/Alaskan Native faculty, 0.1% Native Hawaiian or Pacific Islander faculty, 15.3% Asian or Asian American faculty, 1.9% faculty of Two or More Races, and 71.2% White Faculty.
As with gender diversity, the tenure-track faculty are more ethnically and racially diverse than the tenured faculty. Whereas the tenure-track and non-ladder faculty have similar gender diversity (41% and 48% women, respectively), the tenured and non-ladder faculty have similar overall ethnic and racial diversity (24.4% and 28.6% Faculty of Color, respectively). The tenure-track faculty are significantly more ethnically and racially diverse (45% Faculty of Color) than the other two faculty groups, as shown in the three pie charts.[10]
Figure 5. Race and Ethnicity of the Faculty
Tenured Faculty
Long Description: Tenured
Tenured Faculty Overview
This figure is a pie chart showing the racial and ethnic composition of the FAS tenured faculty. The categories include different ethnic groups, including 75.6% White in dark blue; 14.6% Asian in crimson; 0.7% Two or More Races in green; 5.8% Black/African American in light blue; 3.2% Hispanic of any Race in orange. The pie charts show that tenure-track faculty are more ethnically and racially diverse than the tenured faculty and non-ladder faculty.
Presentation
The pie chart shows the demographics of tenured faculty members. It comprises six segments, each depicted in distinct colors (dark blue, crimson, green, purple, light blue, and orange), representing the proportions of different racial and ethnic groups within the overall tenured faculty population.
Tenure-track
Long Description: Tenure-track
Tenure-track Overview
This figure is a pie chart showing the racial and ethnic composition of the FAS tenure-track faculty. The categories include different ethnic groups, including 55% White in dark blue; 22.5% Asian in crimson; 3.8% Two or More Races in green; 1.3% American Indian/Alaska Native in purple; 8.1% Black/African American in light blue; 9.4% Hispanic of any Race in orange. The pie charts show that tenure-track faculty are more ethnically and racially diverse than the tenured faculty and non-ladder faculty.
Presentation
The pie chart shows the demographics of tenure-track faculty members. It comprises six segments, each depicted in distinct colors (dark blue, crimson, green, purple, light blue, and orange), representing the proportions of different racial and ethnic groups within the overall tenure-track faculty population.
Non-ladder
Long Description: Non-ladder
Non-ladder Overview
This figure is a pie chart showing the racial and ethnic composition of the FAS non-ladder faculty. The categories include various ethnic groups, including 71.4% White in dark blue; 13.9% Asian in crimson; 2.5% Two or More Races in green; 5.4% Black/African American in light blue; 6.7% Hispanic of any Race in orange. The pie charts show that tenure-track faculty are more ethnically and racially diverse than the tenured faculty and non-ladder faculty.
Presentation
The pie chart shows the demographics of non-ladder faculty members. It comprises five segments, each depicted in distinct colors (dark blue, crimson, green, light blue, and orange), representing the proportions of different racial and ethnic groups within the overall non-ladder faculty population.
Over the past four years, the FAS has steadily increased the number of Faculty of Color from 178 to 211, or 18.5%. The number of Historically Underrepresented Faculty has increased from 71 to 92, or 29.6%.
Figure 6. Number of Ladder Faculty in the FAS and by Gender and Race and Ethnicity
Long Description: Number of Ladder Faculty in the FAS and by Gender and Race and Ethnicity
Overview
The line chart shows the number of ladder faculty over time from academic year 2015–16 to academic year 2024–25. The x-axis represents the academic year, while the y-axis represents the number of faculty. There are four lines shown in the chart: Ladder Faculty, Women Faculty, Faculty of Color, and Historically Underrepresented Faculty. The chart shows that the total number of women, faculty of color, and historically underrepresented faculty have all increased over this ten-year period, although the number of women dropped from 2023–24 to 2024–25.
Values
| Year | Women Faculty | Faculty of Color | Historically Underrepresented Faculty | Ladder Faculty |
|---|---|---|---|---|
| 2015-16 | 210 | 150 | 62 | 731 |
| 2016-17 | 215 | 155 | 62 | 734 |
| 2017-18 | 223 | 162 | 66 | 739 |
| 2018-19 | 225 | 171 | 73 | 734 |
| 2019-20 | 226 | 176 | 74 | 724 |
| 2020-21 | 230 | 179 | 73 | 728 |
| 2021-22 | 230 | 178 | 71 | 709 |
| 2022-23 | 239 | 189 | 79 | 723 |
| 2023-24 | 241 | 202 | 85 | 730 |
| 2024-25 | 223 | 211 | 92 | 730 |
Presentation
The line graph illustrates the percentage of tenure-track faculty relative to the overall number of ladder faculty with a blue horizontal line. The y-axis represents the percentage of tenure-track faculty, and the x-axis corresponds to each year.
In contrast, over the same time frame, the number of women on the faculty ladder has only increased from 230 to 235. The dip from last year (from 241 to 235) in the number of female faculty was due to two factors: (1) an unprecedented number of women retired from the tenured ranks, as noted in the retirement section above; and (2) the fraction of offers that went to women was lower than in the previous five years. Specifically, 38.2% of the ladder faculty offers went to women last year, compared with 47.9% in the past five years.
Professional Development
In AY 2023–24, the FAS continued expanding its faculty professional development offerings. As in previous years, the Office for Faculty Affairs (OFA) conducted two orientations for new faculty in August. The New Faculty Institute (NFI), an intensive orientation designed for tenure-track and senior faculty, covered key topics such as teaching, research, faculty and student dynamics, working with graduate students, and career development. Additionally, the Navigating Harvard Orientation (NHO) provided non-ladder faculty with valuable insights into teaching and advising resources. In 2023, 30 new tenure-track and senior faculty registered for the NFI, and 59 new non-ladder faculty registered for the NHO.
In December 2023, Tiffany Jadotte, FAS Associate Dean for Human Resources, led a faculty manager training session. This training aimed to share best practices, offer essential support resources, and equip faculty managers with the skills needed for providing constructive feedback and creating a safe and productive work environment. This event was well attended, with 48 faculty members registering for the training.
The OFA also hosted a “Classroom Disruption Training” session, offering faculty guidance on managing unexpected classroom disruptions. The session emphasized the importance of academic freedom, ensuring classroom safety, and meeting learning objectives despite potential interruptions. This event was also well-attended, with 47 faculty members registering.
In February 2024, the Office for Undergraduate Education, the Derek Bok Center for Teaching and Learning, and OFA launched the Excellence in Teaching by Non-Ladder Faculty Award. Designed to highlight the integral role that non-ladder faculty play in the FAS teaching community, this recognition will be conferred annually upon a select number of non-ladder faculty nominated by their department. In honor of the late Anya Bassett, the award has been named the Anya Bernstein Bassett Prize for Excellence in Teaching.
As part of their professional development, tenure-track faculty have highlighted the value of gaining experience by publicly presenting their work. The Standing Committee on Women’s mini symposia, held biannually and rotating among the divisions and SEAS, provided valuable platforms. In 2023, four tenure-track faculty from the Social Science (fall) and the Arts and Humanities division (spring) presented their research and engaged in discussions with fellow faculty, department chairs, and deans.
The OFA continued its professional coaching program for tenure-track faculty in AY 2023–24. The program offered interested tenure-track faculty members an initial session with a professional coach and up to eight additional sessions funded by the OFA. More than 20 tenure-track faculty members utilized this opportunity last year. The program will be offered again in AY 2024–25.
Additionally, the OFA supported tenure-track and tenured faculty members interested in attending the Faculty Success Program hosted by the National Center for Faculty Development and Diversity (NCFDD). This program provided strategies for increasing research and writing productivity while maintaining a healthy work-life balance.
As part of its leadership programming, the OFA also held its annual orientation for new chairs of academic departments and SEAS areas. The orientation covered an overview of the academic year, the roles and responsibilities of chairs, search and promotion processes, mentoring, professional development, and FAS policies on Sexual and Gender-Based Harassment, Nondiscrimination, and Professional Conduct.
In addition to the orientation for new department and area chairs, the OFA introduced an individualized coaching program for new chairs through the Academic Leadership Group. This personalized coaching package included a strengths assessment, personalized goal setting, and one-on-one coaching focused on leadership development. The Academic Leadership Group, an external coaching organization with more than 15 years of experience working with senior faculty leaders at Harvard, will continue to offer this chair coaching program in AY 2024–25.
Notes
[1] Faculty of Color includes the Census Bureau categories Black or African American, Hispanic or Latino, Asian or Asian American, American Indian/Alaskan Native, Native Hawaiian or Pacific Islander, or Two or More Races.
[2] Historically Underrepresented Faculty includes the Census Bureau categories Black or African American, Hispanic or Latino, American Indian/Alaskan Native, Native Hawaiian or Pacific Islander, or Two or More Races.
[3] For the purposes of this report, “tenured faculty” includes University Professors, Professors, Catalyst Professors, and Professors in Residence. Tenure-track faculty are Assistant Professors and Associate Professors.
[4] Non-renewable appointments also include Associate Senior Lecturers, Benjamin Peirce Fellows, and Briggs-Copeland Lecturers.
[5] The first retirements under FRP occurred in 2011.
[6] To visualize the cumulative probability of retirement, we utilized survival analysis with the Kaplan-Meier method. We used a Cox proportional hazards model to estimate the retirement ages at different cutoffs (e.g., 50%).
[7] We do not have historical data for non-binary genders.
[8] The fraction of non-binary faculty is too small to disaggregate by rank and therefore is not shown in Graph 1.
[9] The Census Bureau designates the ethnicity of “Hispanic or Latino” as including “Mexican, Mexican Am., Chicano,” “Puerto Rican,” “Cuban,” or “another Hispanic, Latino, or Spanish origin.” In this report, we place faculty who identify as “Hispanic or Latino” into that ethnic designation. We do not double-count faculty who identify as both Hispanic or Latino and as belonging to a racial category.
[10] 0.2% of the tenured faculty are American Indian/Alaskan Native; 0.2% of the nonladder and visiting faculty are Native Hawaiian or Pacific Islander.