Gender and Promotion at Canadian Universities^*

Abstract

De 1984 à 1999, pour tous les professeurs à plein temps des universités canadiennes, les modèles de temps de défaillance accéléré démontrent que le temps médian de promotion de professeur adjoint à professeur agrégé est de 0,4 année plus long pour les femmes. Il n'y a pas de pic correspondant au refus de titularisation après cinq à sept ans de service, et les augmentations salariales des promotions sont stables avec le temps. Le temps médian de promotion de professeur agrégéà professeur titulaire est d'un an plus long pour les femmes que le temps médian pour les hommes, soit 8,3 années. Les différences entre les disciplines et entre les institutions n'ont qu'un petit impact sur les évaluations des différences entre les genres dans les promotions. From 1984 to 1999, for all full‐time faculty members at Canadian universities, accelerated failure time models show that the median time to promotion from assistant to associate professor is 0.4 years longer for women. There is no peak corresponding to denial of tenure after five to seven years of service and rates of promotion are stable over time. Women's median time for promotion from associate to full professor is one year longer than the median for men, 8.3 years. Variation between disciplines and between institutions has little impact on estimates of gender differences in promotion.

Tenure troubles and equity matters in Canadian academe

“…The tipping point of tenure is the most important of such reviews, as it represents the confirmation or denial of a permanent position. Even in its 'kinder, gentler' Canadian version, it is accompanied by high levels of documentation, ritual, mythology, anxiety and self-surveillance (Stewart, Ornstein, and Drakich 2009).…”

“…We have only a few comparable studies in Canada, notably Ornstein, Stewart, and Drakich (2007) and Stewart, Ornstein, and Drakich (2009). In collaboration with Statistics Canada, which collects annual data from university files on full-time academics, these researchers created files linking faculty information from 1984 to 1999 so as to be able to follow the progress of individuals across these years.…”

“…As of 2008, women made up 30% of full-time Canadian faculty with tenure (CAUT 2010), an undoubted improvement from 12.9% in 1985 (CAUT 2008) but still only slowly approaching parity. There also remains a 'small but persistent' salary gap between comparable men and women academics (CAUT 2011), a continued under-representation of women in the top ranks and in certain subject areas, and a growing reliance on part-time and non-tenure track faculty, many of whom are likely to be women (Horn 2009;Stewart, Ornstein, and Drakich 2009). A number of American studies, some using sophisticated quantitative analysis of largescale data, have attempted to evaluate the relative chances of women and men of ending up in a tenured or promoted position, controlling for factors thought to influence career progress such as highest degree, prestige of doctoral institution or publishing productivity (for example, American Association of University Professors 2006; Long, Allison, and McGinnis 1993;Perna 2001).…”

Publication Records of Faculty Promoted to Professor: Evidence from the UK Accounting and Finance Academic Community

“…All of these studies are based on the US academic community. A recent cross-discipline study set in Canada did find that it took females longer to gain promotion compared to males (Stewart and Ornstein, 2009). Potential explanations are that females devote more time to service activities and less time to research than males (Link et al, 2008) or characteristically seek promotion only when success is more likely compared to males.…”

Publication records of accounting and finance faculty promoted to professor: evidence from the UK

“…All of these studies are based on the US academic community. A recent cross-discipline study set in Canada did find that it took females longer to gain promotion compared to males (Stewart et al 2009). …”