USU's UWLP Releases New Research on Women Leaders in Utah Higher Ed

The Utah State University Utah Women & Leadership Project released a new research and policy brief, The Status of Women Leaders in Utah Higher Education: A 2026 Update.

This report provides the most comprehensive look to date at women’s representation in leadership roles across Utah’s public colleges and universities, the state’s eight technical colleges, and two private higher education institutions — BYU and Westminster University.

The brief updates UWLP’s 2021 publication and examines progress, persistent gaps, and national comparisons across the following positions: state board of higher education, presidents, cabinet members, chief academic officers and vice presidents, and academic deans.

According to Susan R. Madsen, founding director of the UWLP and coauthor of the report, the findings indicate both advancement and concerning setbacks.

“Utah has made meaningful progress across several leadership categories, including vice presidents, academic deans, trustees, and cabinet members,” she said. “Yet women remain significantly underrepresented in the most influential roles — particularly presidencies, chief academic officer positions, and key pipeline roles that lead to senior leadership.”

Key Findings From the 2026 Snapshot

• Women hold 30% of presidential roles at Utah’s degree-granting institutions — down from 50% in 2021.
• Women comprise 42.4% of presidential cabinet members, up from 37.1% in 2021.
• Women now hold 44.4% of chief academic officer positions, a substantial increase from 20% in 2021.
• Women represent 37% of academic deans, still far below the national average of 50.1%.
• Utah’s State Board of Higher Education includes 30% women, down from 44.4% in 2021.
• Women remain underrepresented in critical pipeline roles: only 27% of assistant/associate chief administrative officers (CAOs) and 44.7% of assistant/associate vice presidents are women.

The report also highlights notable gains within Utah’s technical colleges, where women now hold 47.7% of trustee/director positions and 50% of vice president roles.

National Context and Structural Barriers

Nationally, women hold 55.3% of senior higher-education leadership roles, yet representation varies significantly by position and institution type. Research-intensive universities continue to have the lowest share of women serving as presidents and provosts, and women remain underrepresented in key pipeline roles, such as assistant/associate CAOs and vice presidents, positions that most often lead to presidencies.

Utah mirrors these national patterns but lags in several areas. Women hold 30% of president roles in Utah’s degree-granting institutions and 37% of academic dean positions, both well below national averages. Pipeline gaps are even more pronounced: Only 27% of assistant/associate CAOs in Utah are women, compared to 61.5% nationally.

Persistent salary disparities also shape advancement. Nationally, women presidents earn 90% of what their male counterparts earn, and women leaders overall earn 94% of men’s median salaries. Although this is progress, these inequities, along with geographic constraints and hiring patterns that favor external candidates, continue to limit women’s access to the most influential leadership roles.

Why Women’s Leadership Matters

“Diverse and inclusive leadership teams consistently produce more innovative, effective, and collaborative results,” Madsen said. “Utah’s higher education system will be stronger when women are fully represented at every level of leadership.”

The report emphasizes that Utah’s demographic shifts, workforce needs, and evolving higher education landscape require leadership teams that reflect the state’s full range of talent. Strengthening the pipeline for women — particularly in provost, dean, and vice president roles — is essential for long-term progress.

Moving Forward

As Utah continues to navigate rapid demographic changes, workforce shortages, and increasing demands on higher education, strengthening women’s leadership is not simply an equity issue; it is a strategic imperative. Research consistently shows that institutions with gender-diverse leadership teams make better decisions, foster more collaborative cultures, and achieve stronger outcomes for students, faculty, and communities.

Madsen emphasized that achieving statewide progress will require intentional action.

“Utah must invest in leadership development, mentorship, and advancement pathways that support women at every stage of their careers,” she said. “When women can see themselves in these roles, and when institutions actively cultivate their talent, the entire higher education system benefits.”

The report calls on higher education leaders, governing boards, policymakers, and community partners to prioritize structural changes that expand opportunities for women. These include strengthening internal promotion pathways, addressing salary inequities, ensuring inclusive search processes, and supporting flexible work policies that allow women to advance without sacrificing family responsibilities.

“Utah has extraordinary women working in every corner of higher education,” Madsen said. “Our challenge now is to remove the barriers that limit their advancement and to build institutions where women’s leadership is expected, valued, and fully supported.”

Additional report authors are Denice Lingen, dean of general studies at Ensign College, Debra Crain, community volunteer, and Yvette Young, former UWLP research manager.

The Utah Women & Leadership Project strengthens the impact of Utah girls and women through research, resources, and statewide engagement. Its premier initiative — A Bolder Way Forward — creates opportunities for Utahns to learn, collaborate, and drive meaningful change across 18 areas of focus. For more information, visit the UWLP website at utwomen.org. The UWLP is affiliated with USU Extension.