Funeral service has undergone a dramatic demographic shift. A profession that was historically male-dominated is now 70.6% female — one of the most significant gender reversals in any licensed profession over the past 30 years. Yet the salary data tells a more complicated story.
2-Minute Version
- 70.6% of employed morticians are women (BLS 2024), up from a male-dominated field in the 1980s
- BLS does not publish a separate median salary for female vs. male morticians specifically — the occupation’s sample size is too small for reliable gender breakdowns
- In the broader personal care and service occupations category, women earn 91 cents for every dollar men earn (BLS CPS 2023) — a $3,796 annual gap
- The pay gap in funeral service is likely smaller than in many fields due to licensing standardization, but location and employer type still drive significant variation
- The management track (funeral home manager: $76,830 median) remains predominantly male — which is the primary driver of any aggregate pay gap
What the Data Actually Shows
The occupation-level gap
The BLS does not publish separate male/female salary breakdowns for SOC 39-4031 (Morticians) because the sample size is insufficient for statistically reliable gender-specific estimates. This is common for smaller occupations.
What we do have:
BLS Current Population Survey (CPS) 2023 — Personal Care and Service Occupations (the broader category that includes morticians):
- Women’s median weekly earnings: $636
- Men’s median weekly earnings: $699
- Women earn 91 cents per dollar men earn
- Annual gap: approximately $3,276–$3,796
This 91-cent figure is the most reliable proxy for the gender pay gap in funeral service. It has narrowed from 75 cents in 2011 — a 16-cent improvement over 12 years.
Why the gap exists in funeral service
1. Management track underrepresentation
The most significant driver of any aggregate pay gap is the management track. Funeral home managers (SOC 11-9061) earn a median of $76,830 — 54% more than morticians. If men are disproportionately represented in management roles, this creates an aggregate gap even if base pay for equivalent roles is equal.
BLS data shows that 58% of funeral home managers are self-employed — a category that skews male in most industries. This ownership gap is likely the primary driver of any aggregate salary difference.
2. Geographic concentration
Women are more likely to work in urban markets (where funeral homes are larger and more corporate) while men are more likely to own rural independent funeral homes. Rural ownership often generates higher total compensation through profit-sharing and equity — but this doesn’t show up in wage surveys.
3. Licensing standardization reduces the gap
Unlike many professions, mortician pay is heavily influenced by licensing requirements that apply equally to all practitioners. The National Board Exam, state licensing, and continuing education requirements create a floor that limits the ability to pay women less for equivalent credentials. This is why the gap in funeral service (91 cents) is smaller than the overall U.S. gender pay gap (84 cents across all occupations).
The Historical Shift: From Male-Dominated to Female-Majority
The demographic transformation of funeral service is one of the most striking in any licensed profession:
| Year | Female Share of Morticians |
|---|---|
| 1980s | ~10–15% |
| 2000 | ~30% |
| 2010 | ~50% |
| 2024 | 70.6% |
What drove this shift:
- Mortuary science programs began actively recruiting women in the 1980s and 1990s
- The emotional labor component of funeral service (family communication, grief support) became increasingly valued — skills traditionally associated with women
- Corporate consolidation created more structured employment with defined pay scales, reducing the informal barriers that had kept women out of family-owned businesses
- The ABFSE (American Board of Funeral Service Education) reported that women have been the majority of mortuary science graduates since the early 2000s
The field is now one of the few licensed professions where women are a clear supermajority — more female-dominated than nursing (87% female) is close, but funeral service’s shift happened faster and more completely.
Pay by Employer Type: Where Women Earn More
The type of employer matters significantly for female morticians:
| Employer Type | Mean Annual Wage | Notes |
|---|---|---|
| Government (medical examiner, coroner) | $88,390 | Highest pay, structured scales, no gender gap |
| Educational institutions | $78,790 | Teaching mortuary science programs |
| Corporate funeral chains | ~$55,000–$70,000 | Structured pay, defined advancement |
| Independent funeral homes | ~$45,000–$60,000 | Variable, ownership matters |
Government positions (medical examiner offices, military mortuary affairs) offer the highest pay with the most transparent, standardized pay scales — and therefore the smallest gender gap. For female morticians seeking to maximize pay while minimizing pay gap exposure, government and institutional roles are the strongest option.
Corporate chains (Service Corporation International, Dignity Memorial, Park Lawn) have more formalized HR practices and defined pay bands, which tend to reduce gender pay gaps compared to small independent operators.
State-Level Considerations
Some states offer better conditions for female morticians based on a combination of pay, job density, and labor protections:
| State | Median Salary | Why It Works for Women |
|---|---|---|
| Minnesota | $76,490 | Strong labor protections, high pay, large corporate presence |
| Iowa | $63,770 | Highest job density, above-median pay, lower cost of living |
| New York | $62,590 | Strong equal pay laws, large market, salary history ban |
| Illinois | $60,680 | Salary history ban, large market, above-median pay |
| Washington | $60,010 | Salary history ban, strong labor laws |
States with salary history ban laws (California, New York, Illinois, Washington, and others) prevent employers from asking about previous pay — which helps break the cycle of compounding pay gaps.
Practical Implications
If you’re a female mortician benchmarking your pay:
- Use your state’s BLS median as the floor, not the national figure
- The 91-cent gap in personal care occupations suggests you may be earning ~9% less than male colleagues in equivalent roles — worth investigating
- Government and institutional roles offer the most pay equity
- Corporate chains have more transparent pay structures than independent homes
- States with salary history bans give you more negotiating leverage
If you’re entering the field:
The 70.6% female majority means you’re entering a profession where women are the norm, not the exception. The remaining pay gap is primarily driven by the management/ownership track — if you pursue management, the gap narrows significantly.
Frequently Asked Questions
Do female morticians earn less than male morticians?
BLS doesn’t publish gender-specific data for this occupation due to sample size limitations. In the broader personal care and service occupations category, women earn 91 cents per dollar men earn (BLS CPS 2023). The gap in funeral service is likely similar or slightly smaller due to licensing standardization.
Why are most morticians now women?
The shift began in the 1980s when mortuary science programs started recruiting women more actively. The emotional labor component of funeral service — family communication, grief support — became increasingly valued, and women entered the field in large numbers. Women have been the majority of mortuary science graduates since the early 2000s.
Is there a gender pay gap in funeral service management?
The management track (funeral home managers, $76,830 median) is where the most significant gap likely exists. BLS data shows 58% of funeral home managers are self-employed — a category that skews male. Women who pursue the management track and ownership path close the gap significantly.
Which states have the best pay equity for female morticians?
States with salary history ban laws (New York, California, Illinois, Washington, Colorado, and others) offer the most protection against compounding pay gaps. Minnesota and Iowa offer high pay with strong labor markets.
Know Your Market Rate
The Mortician Salary Toolkit has the complete 50-state BLS data and negotiation scripts — including how to use salary history ban laws and state benchmarks to anchor your number without disclosing what you currently make.
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Data Sources
- BLS OEWS May 2024 — SOC 39-4031 employment and wage data
- BLS Current Population Survey (CPS) 2023 — Gender earnings by occupation category
- NarrowTheGap.co — Gender pay gap analysis for personal care and service occupations (sourced from BLS CPS)
- ABFSE — Mortuary science program enrollment data
→ See also: How Much Do Morticians Make? | How to Negotiate Your Mortician Salary | Mortician Salary by State | What Skills Increase a Mortician’s Salary?