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Table 35: Promotion to Professor



% of % of No. No. % of total No. No. % of total total total applicants promoted promoted applicants promoted promoted applied applied 2010 3 30% 2 33% 7 70% 4 67% 2009 7 41% 3 43% 10 59% 4 57% 2008 3 23% 1 17% 10 77% 5 83% 2007 0 0% 0 0% 7 100% 6 100% 2006 2 15% 2 22% 11 85% 7 78% 2005 3 23% 1 25% 10 77% 3 75% *Normally it is associate professors who apply for promotion to professor. If associate professors are viewed as the "eligible" group then the 2010 gender distribution of eligible staff is 35% women and 65% men. In 2010 women comprised 30% of the applicant pool for promotion to professor and 33% of those promoted. Exploring the issue The PaEE review committee identified a range of possible factors that may have contributed to this gender difference in progression through the promotion round, in an attempt to ascertain whether the difference could be a) explained, and b) justified. The factor judged as not contributing to the gender pay gap was: Women’s success rate in promotions once they apply.84 The data show that there does not appear to have been a systemic pattern of disadvantage over the last six years. In some years women do better than men, and in some years they do worse, in terms of the proportion of female applicants that succeed relative to men. (In half the promotion rounds between 2005 and 2010 (three out of six), in promotions to SLR1, SLR2 and associate professor, women were appointed at a higher rate than their application level. For promotions to professor, women were appointed at a higher rate than their application level in four of the six promotions rounds.) The committee concluded that there were a number of factors that do have a bearing on progression through the promotion round as discussed next. 1. Women don’t apply for promotion in numbers proportional to their representation in the eligible pool Women’s applications for promotion vary widely from one year to the next, although until 2008, the persistent pattern was women applying for promotion in proportions less than their representation in the eligible applicant pool. This pattern has continued since 2008 with respect to associate professors where application rates persist in being much lower than women’s representation in the eligible pool and is an area that requires particular attention. Applications to professor also tend to be low (with an exception in 2009). 84

See Table 36


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