As with the analysis of applications, the analysis of interviews focused on departmental and institutional variables. Most of the factors in the applicant model are also used here: discipline; departmental climate, as measured by female faculty; female faculty on the search committee and family-friendly policies; public versus private universities; and prestige. Much of the literature on making hiring more equitable focuses on bringing actors with a broader view from outside the department into the decision making, so we expect intervention by a dean might also be positively related to the probability of interviewing a woman.
Because departments draw from the pool of applicants in deciding whom to interview, this analysis controls for the percentage of applications from women— the dependent variable from the last model. We expect a positive relationship between the percentage of applications from women and the percentage of interviewees who are women.