2006
DOI: 10.1108/01425450610704461
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Academic women's promotions in Australian universities

Abstract: Purpose -The purpose of this research is to examine the hypothesis that under-representation of women in Australian universities reflects barriers in the academic promotion process. Design/methodology/approach -This study uses three complementary approaches. Promotion policies and guidelines are examined using content analysis of documents from all Australian universities. A sample of 17 universities was selected for interviews with key gatekeepers to examine promotions practice. Data on promotions by level an… Show more

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Cited by 62 publications
(44 citation statements)
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“…Working married women are striving to balance work life and family life; thus, managing the work-family interface is central to most women's lives [21]. Nonetheless, a high degree of commitment to both work and family may result in work-family conflict [22].…”
Section: B Family Responsibilitymentioning
confidence: 99%
“…Working married women are striving to balance work life and family life; thus, managing the work-family interface is central to most women's lives [21]. Nonetheless, a high degree of commitment to both work and family may result in work-family conflict [22].…”
Section: B Family Responsibilitymentioning
confidence: 99%
“…In 2014, women comprised 44 per cent of the total number of academic staff in Australian universities and 31 per cent above senior lecturer (associate professor and above). Where women's representation increased most rapidly at senior lecturer level between 1996 and 2004 (Winchester et al, 2006), recent data show that since 2005 representation of women in Australian universities has continued to increase at levels D and E (associate professor and professor) at a similar rate to Level C (senior lecturer) (Browning, Thompson, & Dawson, 2013, p. 12). The graph below illustrates the (Figure 1).…”
Section: Impact Of 15 Years Of Gender Equity 1999 To 2014mentioning
confidence: 99%
“…Ward (2000: 4) has similarly argued that women in the professoriate are not interested in further career advancement as they are less likely to apply for promotion despite a high success rate among women applicants (Blackmore, 2002). In contrast, Winchester et al (2006) have argued that application and success rates for women are similar to those of men and, at a professorial level, slightly higher; these positions are further contradicted by Vu and Doughney (2007), who found systemic bias in appointment and promotion. Despite contrasting views about whether gender discrimination in hiring and promotion processes is overt or covert, all authors recognize that barriers and inequity do exist.…”
Section: Women and Academic Careersmentioning
confidence: 59%