University of Colorado Boulder Settles $4.5 Million Gender Equity Lawsuit, Will Provide Backpay to 386 Female Faculty Members.
The University of Colorado Boulder has reached a $4.5 million settlement in a class action lawsuit addressing gender pay disparities among its female faculty. As part of the agreement, 386 female faculty members will receive backpay, and the university has committed to conducting regular equity reviews and ensuring future salary transparency. This settlement is a landmark step in addressing gender pay inequality in academia.
Settlement Details and Impact on Female Faculty
The settlement, announced on Thursday, mandates that CU Boulder provide back pay to the 386 female faculty members impacted by gender-based pay discrimination. The amounts of backpay vary widely, with some faculty receiving several hundred dollars, while others—especially those in senior roles—will receive close to $50,000. The total settlement includes $4.5 million, with $1.1 million allocated for attorney’s fees.
Shelly Miller, a mechanical engineering professor and the lead plaintiff in the case, expressed her satisfaction with the resolution. "On behalf of the class representatives, I can report that we are pleased that this matter has been resolved. The plaintiff class has worked hard to ensure that the settlement includes periodic equity reviews and wage transparency. This is a critical part of the settlement and will help reduce or eliminate pay disparities between female and male UCB faculty members going forward.”
Chancellor Justin Schwartz executed the agreement that was made public on Thursday. In the context of the settlement, the university refutes all claims of misconduct, liability, and damages, agreeing to the settlement “solely to avoid the costs, inconveniences, and inherent risks associated with litigation, as well as the ongoing disruption to its business operations.”
Legal Background and Allegations
The class action lawsuit, filed in Denver district court, was based on the allegations that CU Boulder violated both the Colorado Equal Pay for Equal Work Act and Title VII of the Civil Rights Act by paying female faculty members less than their male counterparts for performing similar work.
The suit pointed out that a 2021 equity review revealed significant pay gaps between male and female faculty in similar positions. While CU Boulder gave raises to female faculty in response, the university did not issue back pay, which was a key aspect of the plaintiffs’ claims.
The plaintiffs, which included a distinguished group of female faculty members—such as Fulbright Scholars, National Science Foundation awardees, and recipients of the National Endowment for the Humanities Fellowship—argued that the gender-based wage discrimination persisted despite the university's review.
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Commitment to Transparency and Ongoing Equity Reviews
As part of the settlement, CU Boulder has agreed to conduct salary equity analyses every three years to ensure fair compensation for all faculty members. The university has also committed to making salary information for current faculty members and job applicants publicly available. This move is part of CU Boulder's larger effort to ensure greater salary transparency and address issues of wage inequality in the academic environment.
Nicole Mueksch, a spokesperson for the university, stated that CU Boulder is dedicated to fair and equitable wages across all disciplines. “CU Boulder is committed to providing fair and equitable wages to all employees across all disciplines. As part of its continuous commitment to salary equity, the university will ensure academic units maintain salary equity among faculty members, maintain transparency in faculty salaries and conduct a campus-wide salary equity analysis every three years.”
Support for Plaintiffs and Legal Reform
Attorneys and plaintiffs expressed strong support for Colorado’s Equal Pay for Equal Work Act, which became law in 2021. The law requires employers to perform regular pay analyses to ensure gender equity and mandates wage transparency.
The law also closes many loopholes that existed under other federal and state statutes regarding gender-based wage discrimination. Attorneys involved in the case, including Seth Benezra, said: “The law is a game changer. The statute addresses and closes loopholes that exist in other federal and state statutes prohibiting gender-based wage discrimination. It requires private and public employers to review their pay practices to ensure gender equity and it requires wage transparency.”
The University of Colorado at Boulder deserves recognition for its serious approach to the case and for enacting significant reforms, according to his statement. A primary objective of the plaintiffs in initiating the lawsuit was to eliminate gender-based wage inequalities at CU Boulder.
Professor Katie Little, an English professor and plaintiff, remarked on the difficulty of taking such a public stand and stated: “Only in pursuing this action could we draw attention to the fact that women’s concerns about pay discrimination have been dismissed or ignored and now need to be addressed,”
