Category: education

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Systemic Gender Bias in Academia: Manifestations & Legal Recourse

Constitutional rights, discrimination lawyers of Helmer Friedman LLP.

Systemic Gender Bias in Academia: Why the Ivory Tower is Still Tilting

The image of academia is often one of pure meritocracy—a place where ideas reign supreme and the sharpest minds rise to the top, regardless of who they are. But peel back the ivy-covered façade, and a different reality emerges. For many women, the academic ladder is missing rungs, and the “publish or perish” culture comes with an unwritten addendum: navigate a labyrinth of bias or risk your career.

While universities pledge diversity and inclusion in glossy brochures, the data—and the lawsuits—tell a starkly different story. Systemic gender bias isn’t just about a single sexist professor or one overlooked promotion; it is the silent architecture of the institution itself. It is woven into pay scales, embedded in tenure reviews, and whispered in the hallways where “culture fit” becomes a convenient excuse for exclusion.

This blog explores the pervasive nature of systemic gender bias in higher education, moving beyond anecdotes to examine the structural barriers that continue to hold women back. We will look at how this bias manifests, the toll it takes on brilliant careers, and why recent legal battles, such as the one against California State University, are exposing cracks in the system.

Defining Systemic Gender Bias

It is crucial to distinguish between individual bias and systemic bias, though they often feed into one another. Individual bias refers to the specific prejudices or actions of a single person—a department head who believes women aren’t “serious” researchers, for example.

Systemic bias, however, is far more insidious. It refers to the policies, practices, and cultural norms that disadvantage a specific group across an entire organization or sector. In academia, this looks like tenure clocks that don’t account for maternity leave, teaching evaluations that consistently rate women lower than men for identical performance, and salary algorithms that perpetuate historical pay gaps. It is not just a “bad apple” problem; it is a “rotten barrel” problem.

Manifestations of Gender Bias in Academia

Systemic bias manifests in nearly every facet of academic life, creating a cumulative disadvantage for women that researchers often call “death by a thousand cuts.”

Hiring and Promotion Disparities

Despite earning the majority of doctoral degrees in many fields, women remain significantly underrepresented in tenured positions and leadership roles. The “leaky pipeline” phenomenon sees women dropping out of academia at higher rates than men at every stage of career progression. This is often due to vague criteria for “leadership potential” that favor traditionally masculine traits, leading to women being passed over for deanships and presidencies.

The Persistent Pay Gap

The ivory tower is not immune to the wage gap. A study by the California State University Employees Union found that white women are paid roughly 5% less than white men, while women of color face a nearly 7% disparity compared to white men. These gaps often start at the initial hiring offer and compound over decades, resulting in significantly lower lifetime earnings and retirement savings for female academics.

Research Opportunities and Funding

Access to grants is the lifeblood of academic research. Yet, studies consistently show that women receive smaller grants than men and are less likely to receive funding for follow-up research. This lack of resources restricts the scope of their work, reduces their publication output, and ultimately hampers their chances for tenure and promotion.

Recognition and Awards

Women are also less likely to be nominated for or win prestigious awards. This lack of recognition renders their contributions invisible, reinforcing the false narrative that male academics are the primary drivers of innovation and scholarship.

Workplace Climate and Harassment

Perhaps the most damaging manifestation is a hostile workplace climate. This ranges from overt sexual harassment to constant microaggressions—being interrupted in meetings, having ideas appropriated by male colleagues, or being addressed informally while male peers are called “Doctor.”

Case Study: The California State University Lawsuit

The theoretical framework of systemic bias becomes starkly real when we look at recent litigation. A high-profile lawsuit against the Board of Trustees of the California State University (CSU) serves as a potent example of how these issues play out in real time.

Plaintiffs Dr. Clare Weber and Dr. Anissa Rogers alleged a “cesspool of gender harassment and discrimination” within the CSU system. Their complaint detailed a culture where female executives were routinely paid less than their male counterparts—specifically, female Vice Provosts earned approximately 7% less on average.

The allegations painted a disturbing picture of leadership. The lawsuit claimed that high-ranking officials, including President Tomás Morales and Dean Jake Zhu, created a culture of fear. They were accused of “ranting” at female employees, holding them to higher standards than men, and subjecting them to “screaming rampages.” Dr. Zhu allegedly mocked Dr. Rogers for using gender pronouns in her Zoom name and told Dr. Deirdre Lanesskog, a female professor, “women need to have the bigger heart for her male colleagues.”

Perhaps most damning was the alleged institutional response. Instead of addressing the complaints, the lawsuit claims CSU silenced the victims. Dr. Rogers and Dr. Weber were allegedly directed to lie to colleagues and students by saying they were “resigning,” under threat of being fired. This retaliation highlights a critical component of systemic bias: the protection of the institution over the protection of its employees.

The outcome was significant: Dr. Anissa Rogers was awarded $6 million in a jury verdict for the emotional distress and personal toll of this discrimination. This victory underscores that these are not just “HR issues”—they are violations of civil rights.

The Impact of Gender Bias

The fallout from systemic bias extends far beyond the individuals directly involved.

Individual Impact: For women in academia, the toll is heavy. Beyond the financial loss from pay gaps, there is a profound psychological cost. The stress of navigating a hostile environment can lead to burnout, anxiety, and a loss of confidence. Brilliant careers are derailed, and many women simply leave the profession entirely, taking their expertise with them.

Institutional Impact: When bias goes unchecked, universities lose out on talent, innovation, and diverse perspectives. A homogeneous faculty is less equipped to mentor a diverse student body or tackle complex global problems. Furthermore, lawsuits like the one against CSU damage an institution’s reputation, making it harder to recruit top talent in the future.

Addressing Systemic Gender Bias

Dismantling systemic bias requires more than lip service; it demands structural change.

  • Policy Overhauls: Institutions must implement transparent audits of pay and promotion. Salary algorithms should be reviewed to ensure they don’t carry forward historical inequities.
  • Accountability: There must be real consequences for harassment and discrimination, regardless of a perpetrator’s tenure status or grant income. “Rainmakers” cannot be exempt from professional conduct standards.
  • Mentorship and Sponsorship: Formal mentorship programs can help women navigate the unwritten rules of academia, while sponsorship programs can ensure women are actively championed for leadership roles.
  • Unconscious Bias Training: While not a silver bullet, training can help search committees and tenure boards recognize and mitigate their biases during decision-making.

A Call for Equitable Change

Systemic gender bias in academia is a formidable foe, deeply entrenched in tradition and power structures. However, as the $6 million verdict against CSU demonstrates, the tide is turning. Legal action is becoming a powerful tool for holding institutions accountable.

If you believe you have faced systemic discrimination, harassment, or retaliation in your academic career, you are not alone, and you have rights. Silence only serves the system. By speaking out and seeking legal counsel, you contribute to dismantling the barriers that have held women back for too long.

We must demand an academia that lives up to its ideals—where merit matters more than gender, and where every scholar has an equal opportunity to thrive.

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Accountability at CSU Is Long Overdue

Workplace discrimination and harassment hinder organizations in every way.

Accountability at California State University Is Long Overdue

Discrimination thrives in silence, and at California State University (CSU), that silence has been deafening. Despite its crucial role as an educational institution meant to foster growth and innovation, CSU has become increasingly synonymous with systemic discrimination, gender inequities, harassment, and a culture of retaliation that stifles its victims. If CSU truly wishes to uphold its mission of inclusivity and integrity, accountability must begin now.

A Dismal Pattern of Discrimination and Retaliation at CSU

The lawsuit filed by Dr. Clare Weber and Dr. Anissa Rogers against the CSU Board of Trustees is not only troubling but also revealing of a deep-seated culture of inequality. Allegations range from gender-based pay disparities to harassment, retaliation, and even coercive tactics to silence employees.

Dr. Weber, once the Vice Provost at CSU San Bernardino, raised concerns about unjust pay disparities between female and male vice provosts. Instead of addressing her complaints with the seriousness they deserved, Weber alleges that she was fired, with CSU offering conflicting (and untruthful) explanations for her dismissal.

Similarly, Dr. Rogers reported a toxic workplace where male employees harassed female staff without consequence. As punishment for speaking up, she alleges that she was instructed to “train the men” and later pressured into resigning under threat of termination.

These are not isolated incidents. A whistleblower has described President Tomás Morales’ alleged hostility toward female employees, contributing to what they termed a pervasive “culture of fear.” Meanwhile, CSU Chancellor Jolene Koester is accused of advising women to endure harassment rather than taking decisive action against it.

Even third-party investigations intended to uphold fairness appear tainted by conflicts of interest, further eroding transparency at CSU.

Corroborating Evidence Validates Patterns of Harassment

Dr. Weber and Dr. Rogers’s cases are not alone. A 2022 study by the California State University Employees Union reported that pay disparities within CSU disproportionately affect women and people of color, with women of color earning nearly 7% less than white male colleagues. The university seems content with allowing these inequities to fester without implementing systemic solutions.

Adding to this damning evidence is the case of Terence Pitre, a Black dean at Stanislaus State, who endured relentless racial discrimination during his time with CSU. Pitre reported racial slurs, targeted harassment, and even social media ridicule by colleagues. Despite filing formal complaints, the university took no meaningful action to protect him. Such dismissive responses not only demean victims but also signal that speaking out comes at an enormous personal cost.

Addressing Counterarguments

CSU might cite internal policies or vague commitments to diversity as evidence of their efforts toward inclusion. However, policies do not equal outcomes. Victims continue to highlight failures in enforcement and implementation, undermining any claims of genuine progress. Others may argue that individual cases do not represent the institution as a whole. But, as we’ve seen, documented patterns of harassment and discrimination across campuses reveal otherwise.

Legal Frameworks Exist, but Action Must Follow

The law is clear. Under Title VII of the Civil Rights Act of 1964 and the Civil Rights Act of 1991, employees are entitled to workplaces free from discrimination and retaliation. Likewise, the California Fair Employment and Housing Act highlights protections beyond federal provisions, particularly for issues like gender and racial discrimination. However, good policies are meaningless without consistent enforcement.

Employers, especially publicly funded institutions like CSU, have a responsibility to create and maintain workplace environments free from prejudice and abuse. CSU’s repeated failures call into question its ability to meet even these basic compliance standards, much less excel as a model employer.

Why This Must Stop

This is bigger than individual lawsuits. This is about transforming CSU’s culture into one where equality, transparency, and accountability take precedence. Without this transformation, CSU risks not only tarnishing its reputation but also failing the students, faculty, and taxpayers who depend on it to uphold the ideals of inclusion and justice.

Call to Action

Accountability must be non-negotiable at CSU. We demand the following measures immediately:

  • Independent Oversight: Appoint impartial third-party investigators to review discrimination and harassment complaints.
  • Policy Overhaul: Create enforceable processes to address pay equity, gender discrimination, and workplace harassment at an institutional level.
  • Support Mechanisms for Victims: Establish robust, confidential support systems for those impacted by discrimination or retaliation.
  • Mandatory Training Programs: Provide anti-discrimination training for all employees, with emphasis on leadership roles.
  • Transparent Reporting: Release annual diversity, equity, and inclusion audits to track progress and hold leadership accountable.

Students, staff, faculty, and broader California residents must lend their voices to this growing demand for justice. If CSU is to remain a pillar of higher education, it must prove that it values fairness and integrity—not just as platitudes, but as actionable commitments.

Step up, California State University. Equality can’t wait any longer.

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Girls for Gender Equality

In New York City, Girls for Gender Equity (GGE) has been advocating for increased school safety – a decade-long campaign led by parents, teachers, and female and LGBTQ students. And if there is one thing the teen women of color organizers at Girls for Gender Equity want you to know, it is that Title IX of the Education Amendment does not only apply to college sports – the area most associated with Title IX enforcement.
“It is hard to envision a school without sexual harassment. However, if one existed, I imagine it would be a place where kids can excel as students instead of having to worry about what is going to be said or done to them the next time they go in the hallway,” says former GGE youth organizer Kai Walker.
In April 2010 and April 2011 the Office for Civil Rights (OCR) of the US Department of Education released two “Dear Colleague” letters to “provide guidance” and “examples of remedies and enforcement strategies” for reported sexual harassment infractions in public schools. While this public acknowledgement from the Obama Administration is a step in the right direction, the tactic ultimately lacks teeth. The letters simply restate what the law already requires. It politely requests officials to increase their efforts at enforcement, but does not take steps to ensure mandatory application of the federal law. For all practical purposes, the “Dear Colleague” letters do not go beyond lip service.

• Girls for Gender Equity organizers celebrating the launch of Hey, Shorty: A Guide to Combating Sexual Harassment and Violence in Schools and on the Streets. Photograph courtesy of the author. •
As a result, grassroots organizations like GGE rely on the strength of the members of their own communities to hold schools accountable for failing to keep students safe. Nearly forty years after Title IX’s passage, GGE’s youth-led research project on sexual harassment in the New York City public schools found that nearly 1 in 4 students are sexually harassed in school every single day – with behaviors that range from verbal (71 percent) to physical (63 percent) to criminal sexual assault (10 percent).
College student Kayla Andrews was a part of the research team. She says, “If given the golden opportunity to converse with President Obama regarding Title IX in public schools, I would first and foremost introduce him to a day in the life of students. I would tell him stories of how girls walk briskly to class out of fear of being harassed and boys who feel uncomfortable being their true selves because they fear ridicule and abuse.”
In Hey, Shorty: A Guide to Combating Sexual Harassment and Violence in Schools and on the Streets, GGE Community Organizer Nefertiti Martin recalls what it was like for her to be called homophobic slurs at school: “Before I even knew what gay was, somebody managed to find something to say about my limp wrists and effeminate lisp. Teachers and faculty tell me some lines about how sticks and stones may break my bones, but words can never hurt me. But words have always hurt me.”
Chiamaka Agbasionwe agrees and shares about a classmate who “made me feel disgusted with myself. He made me second-guess what I wore that day, how my hair looked, and just me as a woman. His ‘compliments’ were insults knowing the disrespectful connotations behind them. His looks were knives through my self-esteem.”
Kayla wants President Obama to know about the lack of support for students who are sexually harassed at school. “I would make the President aware of just how difficult it is to find someone within the school who actually knows what Title IX is, much less follows the procedures for recording sexual harassment offenses,” she says.
GGE found that a mere 3 percent of students made a report after being sexually harassed, and 22 percent say they were further traumatized by school staff after making the report.
 Over half say they did not know how students who sexually harassed others were dealt with at their school because there was no follow-up with them by school authorities. And less than 2 percent feel the perpetrator was dealt with appropriately.
“Enforcing Title IX alone cannot end sexual harassment, but it can mitigate it,” says GGE youth organizer Nkeya Peters. “The way it can be alleviated in public schools is by raising awareness and hiring social service workers to properly address the issue and its consequences.”
With Hey, Shorty!, Girls for Gender Equity seeks to broaden people’s understanding of Title IX and shine a light on the ineffectual nature of an unenforced federal law. As the group moves forward with its community-based work, Hey, Shorty! offers youth and adult allies nationwide an accessible guide to implement in their own schools and cities to combat unwanted sexual attention and LGBTQ bullying. The model they use shows that young women who are given adequate support can successfully mobilize to demand accountability in their schools. It demonstrates that safety does not have to be an impediment to an education.
“It takes living in the shoes of a sexually harassed student to know just how detrimental harassment can be to one’s education,” says Kayla. “If President Obama wants to address the issues in this country regarding education, he needs to start at the root of the problem, which includes the reasons why students avoid going to school in the first place.”

• A Public Service Announcement on Title IX created by Girls for Gender Equity and the Coalition for Gender Equity in Schools. •

About the Author:
Mandy Van Deven is the co-author of Hey, Shorty: A Guide to Combating Sexual Harassment and Violence in Schools and on the Streets, a book about Girls for Gender Equity’s nine years developing an effective organizing strategy to end gender-based violence in New York City’s public schools. Her writing can be found at www.mandyvandeven.com.