The National Survey of History Practitioners reveals a workforce that is deeply committed to its mission and motivated by the meaning of its work—but one that is also strained by low compensation, inequitable workplace experiences, limited advancement opportunities, and growing burnout. These tensions pose serious risks to equity, sustainability, and long-term capacity in the history field.

Our key findings are as follows:

• Women comprise most of the workforce, yet gender equity remains an issue. Women make up approximately 70 percent of the history workforce, yet they are underrepresented in some senior leadership roles and are less likely than men to earn annual salaries above $100,000.
• The workforce lacks racial and ethnic diversity. Among survey respondents, 89 percent identified as white. This lack of diversity is not just a pipeline issue. Black, Latino/a/x, and multiracial respondents also reported higher rates of discrimination and harassment, were more likely to say they need to hide parts of their identity at work, and were more likely to consider leaving the field because of workplace climate and low pay.
• Practitioners overwhelmingly believe the work they do is meaningful. In our current moment, however, most also express feeling worried and frustrated. Nine in ten respondents agreed that their work is meaningful, and many report that their work makes them feel inspired, excited, and connected to others. That is important and welcome news. Yet, when we asked respondents to select the emotions they most associate with their work, the two most popular responses were “worried” and “frustrated.”
• The workforce is highly educated but underpaid. Although more than two-thirds of practitioners have either a master’s degree or a doctorate, fewer than one-third of full-time staff members make more than $80,000 per year—far less than is typical for workers in other sectors with advanced degrees. About one-quarter of history practitioners still have student loan debt, and only one-third agreed that they are paid fairly for the work they do.
• LGBTQ+ practitioners face systemic challenges. LGBTQ+ practitioners reported significantly higher levels of burnout, negative effects on their well-being, and limited support within their organizations. They were also more likely to feel unheard, undervalued, and unable to express their full identities, and they were less likely to recommend their workplace or feel satisfied with their career trajectory and compensation.

Taken together, our findings reveal that the history workforce is passionate, skilled, and deeply invested in public service, but current conditions may threaten the field’s long-term sustainability. Low compensation, inequitable advancement, uneven accountability, and hostile workplace environments collectively contribute to dissatisfaction, burnout, and potential attrition.

This research provides clear evidence that improving workforce conditions and building a stronger, more sustainable history community will require coordinated action by organizations, professional associations, funders, boards, and policymakers. Addressing compensation, strengthening workplace culture, expanding pathways to leadership, and supporting the well-being of practitioners—especially those from historically marginalized communities—are not peripheral concerns. They are central to the future of the history field itself.