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A 2025 study of STEM faculty who moved to another university found that institutional resources, department culture and inclusion mattered more in relocation decisions than salary or job title. Women placed department culture and belonging especially high. The result helps explain why some women change academic employers, but it does not show that women are leaving academia altogether: every respondent in the study remained a faculty member after moving.
What the faculty survey actually measured
Doles and colleagues published the peer-reviewed study in FEBS Letters in 2025. The survey ran in November and December 2023 and produced 59 completed responses from STEM faculty who had recently changed institutions while staying in academic faculty roles. About 60% of respondents were women.
Because the sample consists of people who relocated within academia, its findings describe why faculty change universities, not a census of people who abandon academic careers. The authors report that “our survey further revealed demographic differences with respect to the relative importance of factors driving decisions to relocate.”
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Respondents ranked the institutional environment and available resources as the most important factor in relocation decisions. Department culture came next, followed by perceptions of inclusion and belonging. Salary or compensation ranked sixth, and job title ranked seventh—the two lowest positions in the study’s overall ranking.
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| Overall position | Factor | What the result indicates |
|---|---|---|
| 1 | Institutional environment and resources | Practical support and the broader workplace setting were the leading considerations. |
| 2 | Department culture | Day-to-day collegiality and departmental norms carried substantial weight. |
| 3 | Inclusion and belonging | Whether faculty felt accepted and able to participate mattered strongly. |
| 6 | Salary or compensation | Pay ranked below the climate-related factors in this sample. |
| 7 | Job title | Title was the lowest-ranked item overall. |
Women ranked department culture second and inclusion and belonging third. Respondents identified as disadvantaged ranked inclusion and belonging first. These differences suggest that the same university conditions can carry different weight for different groups.
How feeling undervalued fits the wider evidence
A separate national STEM workforce survey summarized by the Survey Center on American Life found that people who had left STEM most often mentioned changed career interests or family responsibilities. About four in ten also cited feeling undervalued, inadequate salary or benefits, and limited opportunities to advance. Women were more likely than men to leave STEM.
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The same report found that 40% of STEM degree-holders believed women face more obstacles in STEM than in other industries. Among female respondents, that share rose above 50%. Those findings concern the wider STEM labor market rather than academic faculty alone, but they connect recognition, compensation and progression with retention.
Cross-national workforce data provide additional context. The OECD’s analysis of the AARP Global Employee Survey, based on roughly 1,000 respondents per country in 12 countries surveyed in June and July 2022, found that tertiary-educated workers who changed jobs most often cited feeling undervalued (29%), low pay (27%) and lack of advancement (26%). These figures are not an academic-only measure and should not be treated as a direct estimate of faculty turnover.
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Why recognition may matter even when pay is competitive
Everyday recognition and credit
Feeling undervalued can reflect more than salary. Faculty may experience it when teaching, mentoring, service or collaborative work receives little credit, when contributions are overlooked in evaluations, or when decision-making repeatedly excludes them. Such signals can make an institution’s stated commitment to inclusion feel inconsistent with daily practice.
Advancement and promotion
Unclear promotion standards or narrow definitions of achievement can make strong work appear to lead nowhere. A faculty member may therefore leave for a department that recognizes a broader mix of research, teaching, mentoring, public engagement or specialized expertise.
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Belonging and departmental culture
Belonging is shaped by access to informal networks, mentoring, collaboration and leadership communication. The women’s rankings in the FEBS Letters survey indicate that departmental relationships and inclusion can be decisive even when a move does not produce a major title change.
Family and quality-of-life pressures
The broader STEM survey’s leading reasons—changed interests and family responsibilities—show that workplace climate is not the only explanation for departure. Location, caregiving, dual-career constraints, workload and flexibility can interact with recognition and advancement. A supportive department may retain someone facing those pressures; an unsupportive one can add another reason to leave.
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What universities can do to retain women faculty
The FEBS Letters authors recommend a holistic approach rather than a single pay intervention. Their proposals include:
- Broaden promotion and tenure definitions so valuable teaching, mentoring, service and specialized contributions are visible.
- Support faculty who build or maintain a specialization instead of rewarding only a narrow set of career paths.
- Create peer-collaboration and mentoring structures, including access to mentors beyond a person’s immediate group.
- Offer professional coaching and development that supports both advancement and career changes.
- Train department and institutional leaders in clear communication, fair evaluation and inclusive decision-making.
These measures address the conditions that ranked highly in the relocation survey: resources, culture and belonging. They also make recognition and advancement more concrete, allowing institutions to identify problems before a faculty member begins an external job search.
What the evidence can—and cannot—conclude
The strongest defensible conclusion is that feeling undervalued is an important, recurring link to STEM departures, while academic relocation decisions are especially sensitive to institutional climate and belonging. The 59-person faculty study does not prove that feeling undervalued is the sole cause of women leaving academia, nor does it measure everyone who exits higher education. It does show why retention efforts focused only on salary or title can miss factors that faculty—particularly women and disadvantaged colleagues—rank more highly.
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