Finding 5-1: In every field, women were underrepresented among candidates for tenure relative to the number of female assistant professors. Most strik­ingly, women were most likely to be underrepresented in the fields in which they accounted for the largest share of the faculty—biology and chemistry. In biology and chemistry, the differences were statistically significant. In […]

The findings related to tenure and promotion indicate the importance of addressing the retention of women faculty in the early stages of their academy careers; not as many were considered for tenure as would be expected, based on the number of female assistant professors. Retention was particularly problematic given the increased duration of time in […]

There is little evidence across the six disciplines that men and women have exhibited different outcomes on most key measures (including publications, grant funding, nominations for international and national honors and awards, salary, and offers of positions in other institutions). On all measures, there were significant differences among disciplines. Finding 4-9: Overall, male faculty had […]

Professional climate may be somewhat different for male and female faculty. Finding 4-6: Female tenure-track and tenured faculty reported that they were more likely to have mentors than male faculty. In the case of tenure-track faculty, 57 percent of women had mentors compared to 49 percent of men. Finding 4-7: Female faculty reported that they […]

Male and female faculty appeared to have similar access to many kinds of institutional resources, although there were some where male faculty seemed to have an advantage. Finding 4-3: Men and women seem to have been treated equally when they were hired. The overall size of start-up packages and the specific resources of reduced initial […]

Finding 4-1: There is little evidence overall that men and women spent dif­ferent proportions of their time on teaching, research, and service. There is some indication that men spent a larger proportion of their time on research and fundraising than did women (42.1 percent for men compared to 40 percent for women). However, the difference […]

Finding 3-13: For all disciplines the percentage of tenure-track women who received the first job offer was greater than the percentage in the interview pool. Women received the first offer in 29 percent of the tenure-track and 31 percent of the tenured positions surveyed. Tenure-track women in all of these dis­ciplines received a percentage of […]

Finding 3-10: The percentage of women who were interviewed for tenure — track or tenured positions was higher than the percentage of women who applied. For each of the six disciplines in this study the mean percentage of females interviewed for tenure-track and tenured positions exceeded the mean percentage of female applicants. For example, the […]

Finding 3-7: Most of the institutional and departmental strategies that were proposed for increasing the proportion of women in the applicant pool were not strong predictors of the percentage of women applying. Most steps (such as targeted advertising and recruiting at conferences) were done in isolation, with almost two-thirds of the departments in our sample […]

Finding 3-1: Women accounted for about 17 percent of applications for both tenure-track and tenured positions in the departments surveyed. There was wide variation by field and by department in the number and percentage of female applicants for faculty positions. In general, the higher the percentage of women in the Ph. D. pool, the higher […]