Higher ed professionals are the knowledge workers who sustain key university functions. They typically have at least a bachelor's degree, and most of their positions are what are traditionally considered as white-collar work that helps maintain day-to-day functions of the institution. Without higher ed professionals, universities would not have key student services, robust libraries, laboratories, athletic programs, and external relations. Higher ed professionals recruit, admit, and help students afford tuition. They support students on campus, providing tutoring, mental health services, housing, and career planning. They work to support institutions' information technology and facilities operations to ensure the institution has the necessary infrastructure to accomplish its goals. Higher ed professionals also manage finances and recruit and retain employees to support the mission and priorities of the institution. Though higher ed professionals are indispensable to higher ed institutions, there is little comprehensive data on them, especially concerning their demographics and pay. Understanding workforce composition and pay equity is important, as many colleges and universities are committed to fostering a workplace where people of many backgrounds can thrive. Further, a diverse workplace benefits employee productivity, improves retention, and enhances teamwork. However, most data that exist either broadly focuses on all employees within higher education (not just professionals), is not current, or does not collect data by gender and race/ethnicity. This report addresses this gap by using CUPA-HR Professionals in Higher Education Survey data, which is collected annually on incumbents in higher ed professional positions throughout the United States. This report explores the representation and pay equity of professional women and people of color overall and by the total operating expenses of the institution. Focusing on data from 2016-17 to 2023-24, the report highlights trends over time, especially where progress (or no progress) has been made in composition and pay equity. These findings are particularly useful for higher ed human resources professionals, and all leaders who wish to understand and benchmark representation and pay equity at their institutions.