A qualitative study of 22 mid-level and senior administrators at a predominantly male public research university examines the dynamics of gender, power and influence. Particularly of interest is how women administrators experiences compare with male colleagues in similar positions in relation to a) perception of power, b) level of influence, c) university position, and d) resources for their areas of responsibility. The study also explores the faculty/staff dynamic when faculty leaders have academic freedom, tenure, and shared governance while administrative leaders do not. What do administrators see as unique and/or significant to their positions as non-faculty leaders? Using a feminist framework and theories based on Acker (1999) and findings by Currie, Thiele and Harris (2002), the study seeks to answer does gender (still) matter?The answer is yes for these non-faculty administrators. Differences in experience are identified by gender, ethnicity, and LGBTQ. With notable examples by white women, women of color, and men of color, most administrators interviewed recognize the gendered structure of the predominantly male institution and its impact on the experiences of the mid-level and senior- level administrators.Perceptions of who holds power at the university are fairly consistent: white men with Ph.D.s in science and engineering who are highly competent, have a strong work ethic, academic reputations in their fields, and a 24-7 commitment to the university. Consistent with Scott (1978), the findings show non-faculty administrators have demanding workloads, less respect than their faculty counterparts, and limited advancement opportunities. They are also more collaborative and focused on institutional success more than their own individual success. Women, even in senior positions, are clustered more often in caregiving or supportive roles. Unexpectedly, women administrators are not necessarily found in low resource areas. Resources are linked both to those who hold the purse strings and those with access to the decision makers.Building on feminist research, I recommend strategies for creating a more inclusive and supportive work environment for female and male non-faculty administrators, and I suggest that it is time for institutions of higher education to look at what a gender-friendly campus could be.