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Women do not progress through the academic promotions process as quickly as men

In 2005 the New Zealand Council for Educational Research investigated gender and academic promotion at Massey University.83 The survey of 619 academics found that: women are less likely to apply for promotion than men women who do apply are just as likely to succeed as men women are more dissatisfied with the promotion process women are more likely to see high teaching loads and a lack of time for research. The PaEE review considered academic promotions in the context of these previous findings. The facts Data from the promotions round show that women tend to be promoted in proportions lower than their representation in the group from which they are applying. Women not applying, relative to their representation in the eligible pool, seem a particular feature of this issue. A time series of the number and proportions of women who applied and were promoted in the last six years is provided in Table 32. Table 32 relates to promotions to senior lecturer range 1 (SLR1). Lecturers make up the applicant pool for this promotion. There is evidence of consistent improvement over the past three years in promotions from lecturer to SLR1, and for the first time in 2010 women applied almost in proportion to their 53% representation in the applicant pool, and improved this representation upon promotion, comprising 58% of those promoted. Table 32: Promotion to Senior Lecturer Range One


Male % of % of No. % of No. No. % of No. total total applicant total promote applicant total promote promote promote s applied d s applied d d d 2010 24 52% 15 58% 22 48% 11 42% 2009 24 49% 14 47% 25 51% 16 53% 2008 23 46% 12 50% 27 54% 12 50% 2007 14 32% 7 26% 30 68% 20 74% 2006 14 32% 9 35% 30 68% 19 65% 2005 12 27% 7 23% 33 73% 23 77% * It is lecturers who apply for promotion to SLR1. In 2010 53% of lecturers were women. In 2010 women comprised 52% of applicant pool for promotion to SLR1 and 58% of those promoted. Table 33 relates to promotions to SLR2, usually from SLR1. In 2008 and 2009 women applied and were promoted in higher proportions than their representation in the eligible pool. In 2010 83

Doyle, S., Wylie, C., Hodgen, E. with Else, A. (2005). Gender and academic promotion: a case study of Massey University, NZCER.


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Massey PaEE Review Final Report

Massey PaEE Review Final Report

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