2022-23 Report on Workplace Equity and Organizational Culture in US Art Museums – Findings Career Satisfaction

Career satisfaction is defined broadly as the level of contentment workers feel in their jobs. In practice, career satisfaction is far more complex—a multidimensional state of mind influenced by workers’ mental and emotional states, career advancement opportunities, and compensation. Where workplace culture is the embodiment of an organization’s norms, career satisfaction is the “pulse check” of its people.

Understanding career satisfaction cannot occur without the context of recent labor shifts. From the Great Resignation—marked by high turnover in every industry, including the arts—to the rise of worker-led unionization efforts that uncovered areas of inequality and discontent, today’s workers are taking an active role in improving their quality of life. For art museum workers, the field offers careers of purpose and meaning yet struggles with chronically high burnout and low pay. Worker satisfaction, and whether they are ultimately retained or lost, is largely dependent on seniority within a museum.

Career Outlook

Art museum workers overwhelmingly view their careers as meaningful (see fig. 18). Most workers feel supported by their managers and report developing positive relationships with their coworkers. And, when reflecting on their future professional development, most believe they can learn and grow in their organizations. However, when it comes to gender, there is a clear pattern of women and non-binary or other gender workers having worse experiences with respect to their careers and workplace experiences compared with men. (See Appendix C for the thirteen measures of workplace culture.) Though not statistically significant in every case, the trend suggests underlying systemic inequity.

Figure 18. Positive Experiences of Art Museum Workplaces

Please rate how much you agree or disagree with the following statements in relation to the culture of your current museum workplace: “I believe that what I do is meaningful.” “My manager supports me.” “I believe I can learn and grow in this organization.” In the past twelve months, have you developed positive relationships with your coworkers?


83%	Developed positive relationships with their coworkers

82%	Believe they’re doing meaningful work

77%	Feel supported by their manager

72%	Believe they can learn and grow in their organization

Despite positive experiences building relationships internally and generally feeling fulfilled, art museum workers are not fully satisfied with their careers. Most are dissatisfied with the level of pay offered by their museums or the field at large, and they do not feel they have career advancement opportunities, defined as a clear path to promotion and to learning new skills.

Compared to a 2019 Gallup study⁹ of more than six thousand workers in the US, art museum workers rate their career satisfaction lower along dimensions of pay, stability, job security, career advancement, enjoying day-to-day work, and even having a sense of purpose in their work (see fig. 19). The satisfaction of art museum workers is much lower on the dimensions of pay and career advancement, with only 30% satisfied with their level of pay (compared to 54% of US workers overall) and only 28% satisfied with career-advancement opportunities (compared with 48% of US workers overall). When it comes to employee benefits, such as health care and retirement packages, art museum workers rate their level of satisfaction higher than US workers overall, at 58% and 55%, respectively.

Figure 19. Career Satisfaction, Art Museum Workers vs US Workers Overall

In your current employment situation, how satisfied are you with each of the following characteristics?*

* The proportion who agree or strongly agree with this statement indicated by selecting a 4 or 5 on a 5-point scale.

Seniority colors satisfaction with an art museum career, with experiences differing considerably across an organization’s ranks. Career satisfaction increases linearly with seniority across every dimension, with executives being most satisfied and entry-level workers least satisfied (see fig. 20). Compared to museum workers at all other levels, executives report higher levels of contentment across most dimensions. Notably, most workers, executives included, are not satisfied with the level of career-advancement opportunities in their workplaces.

Figure 20. Career Satisfaction, by Seniority

In your current employment situation, how satisfied are you with each of the following characteristics?*

Considerations for Quitting

Despite the fact that most art museum workers feel secure in their jobs and believe that their work gives them a sense of purpose, the majority are considering leaving their museum jobs or the field altogether. For workers looking to leave their roles, low pay, burnout, and lack of growth opportunities are cited as the most significant factors driving job dissatisfaction (see fig. 21). These findings align with those from the Pay Equity Project,¹⁰ which found that only 39% of entry- and mid-level workers can imagine a future employed by an arts or culture institution in their region.

Figure 21. Quitting Considerations and Motivators

Which of the following reasons made you consider leaving the art museum field? Select all that apply.

	Top Motivators to Leave the Field
1	Pay is too low	68%
2	Burnout	54%
3	Lack of opportunities for growth in art museums	47%
4	Poor management in art museums	41%
5	Exciting opportunities in other fields	35%

Art museums are intergenerational workplaces, and the desire to resign differs considerably across the generations (see fig. 22). An overwhelming majority of Millennial workers (76%) are considering leaving the art museum field altogether, largely due to low pay, burnout, and a lack of growth opportunities. While not statistically significant, Gen X and Gen Z workers trail closely behind, at 67% and 66%, respectively.

Figure 22. Considering Leaveing the Art Museum Field, by Generation

Have you considered leaving the art museum field in the past five years?


45%	Baby Boomers

67%	Gen X

76%	Millenials

66%	Gen Z

Entry-Level Career Spotlight

Entry-level workers have a more optimistic view of their roles in art museums than other workers, and they experience less burnout. They report high levels of positive emotions, including feeling inspired, connected to others, and content. Despite this, most entrylevel workers feel like they don’t have a voice in institutional decision making and that there are few career opportunities available to them. When they consider resigning from their roles, such workers rate low pay and a lack of growth opportunities as reasons higher than workers at every other level. Given that the entry level reflects the youngest and most diverse segment of the field’s workforce, art museums need to support and retain emerging talent as the future leaders of the field.

Gender

Race/Ethnicity

Most Common Emotional States

Role Experiences

82%	feel supported by their manager
53%	feel they do not have a voice in decision making
48%	believe that their accomplishments have been recognized
41%	feel burned out

Top Motivators To Leave Their Museum

1	78%	Pay is too low
2	67%	Lack of opportunities for growth at current museum
3	63%	Opportunities for growth at another museum

Experienced Non-Manager Career Spotlight

While experienced non-managers do not have the added responsibility of managing a team, they generally feel connected to others and believe that their accomplishments are recognized. Despite their contributions, half of such workers feel they do not have a voice in the decision making at their museum, and half are experiencing burnout. For experienced non-managers considering leaving their employers, low pay is the top motivator.

Gender

Race/Ethnicity

Most Common Emotional States

Role Experiences

53%	believe that their accomplishments have been recognized
50%	feel they do not have a voice in decision making
50%	feel burned out
38%	believe they were not given the resources to do their jobs effectively

Top Motivators To Leave Their Museum

1	68%	Pay is too low
2	58%	Lack of opportunities for growth at current museum
3	56%	Burnout

Manager Career Spotlight

Alongside their director-level counterparts, managers are experiencing higher levels of burnout than art museum workers at other levels. While most managers feel that their contributions are recognized, half believe they were not given the time, tools, or resources to do their jobs effectively. Managers also experience worry and disappointment at greater levels. When managers consider leaving their museums, burnout tops the list of reasons.

Gender

Race/Ethnicity

Most Common Emotional States

Role Experiences

60%	believe that their accomplishments have been recognized
59%	feel burned out
50%	believe they were not given the resources to do their jobs effectively
43%	believe they have a voice in decision making

Top Motivators To Leave Their Museum

1	65%	Burnout
2	55%	Opportunities for growth at another museum
3	55%	Pay is too low

Director-Level Career Spotlight

The experience of director-level workers is marked by high burnout yet also by a strong sense of autonomy and influence in their organizations. Such workers experience the highs and lows of museum careers, feeling both hopeful and worried in their roles. When they consider leaving their museums, burnout is the most prominent reason.

Gender

Race/Ethnicity

Most Common Emotional States

Role Experiences

69%	believe that their accomplishments have been recognized
61%	feel they do not have a voice in decision making
48%	feel burned out
25%	believe they were not given the resources to do their jobs effectively

Top Motivators To Leave Their Museum

1	66%	Burnout
2	44%	Opportunities for growth at another museum
3	40%	Pay is too low

Executive Career Spotlight

Art museum executives report having generally positive career experiences. They associate their work with positive emotions, and they overwhelmingly feel that their roles offer a sense of agency and achievement. Despite this, more than half experience burnout in their roles. For executives seeking to leave their museums, burnout and opportunities for growth at other museums are the top motivators.

Gender

Race/Ethnicity

Most Common Emotional States

Role Experiences

74%	believe that their accomplishments have been recognized
82%	believe they have a voice in decision making
53%	feel burned out
40%	believe they were not given the resources to do their jobs effectively

Top Motivators To Leave Their Museum

1	58%	Opportunities for growth at another museum
2	58%	Burnout
3	42%	Pay is too low

Findings, Section 2: Career Satisfaction

Career Outlook

Considerations for Quitting

Entry-Level Career Spotlight

Gender

Race/Ethnicity

Most Common Emotional States

Role Experiences

Top Motivators To Leave Their Museum

Experienced Non-Manager Career Spotlight

Gender

Race/Ethnicity

Most Common Emotional States

Role Experiences

Top Motivators To Leave Their Museum

Manager Career Spotlight

Gender

Race/Ethnicity

Most Common Emotional States

Role Experiences

Top Motivators To Leave Their Museum

Director-Level Career Spotlight

Gender

Race/Ethnicity

Most Common Emotional States

Role Experiences

Top Motivators To Leave Their Museum

Executive Career Spotlight

Gender

Race/Ethnicity

Most Common Emotional States

Role Experiences

Top Motivators To Leave Their Museum