The demographics and career paths of Canadian university deans: gender, race, experience, and provenance

Lavigne, Eric

doi:10.1080/03075079.2019.1612350

Cited by 9 publications

(2 citation statements)

References 18 publications

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“…In contrast to this abundant research on women in business management, university management is understudied. Despite a few analyses of the role of university dean and its challenges (e.g., de Boer & Goedegebuure, 2009; Montez et al., 2003; Wolverton et al., 1999), we located only one empirical study that tested hypotheses concerning the causes of women's underrepresentation in this role (Lavigne, 2020). Therefore, to begin to rectify this lack of research, the present study investigates factors that may influence gender bias and self‐selection, which, in turn, may affect professors' ambitions to become a dean.…”

Section: Introductionmentioning

confidence: 99%

Where are the women deans? The importance of gender bias and self‐selection processes for the deanship ambition of female and male professors

Henningsen

Eagly

Jonas

2021

J Applied Social Pyschol

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The study addressed the underrepresentation of women in university leadership by focusing on the middle management role of dean. This research set forth two processes that may affect female and male professors' ambition to become a dean: (a) gender bias whereby stakeholders are more likely to recommend men than women for deanships, and (b) self‐selection bias whereby men may find deanships more appealing than women do. A multisource, time‐lagged study of 278 professors from Germany, Austria, and Switzerland found that both being recommended by stakeholders for a deanship and finding the position appealing related positively to deanship ambitions for female and male professors. In contrast to the gender bias perspective, female and male professors were equally likely to be recommended for deanships, with recommendations reflecting prior administrative leadership experience. Consistent with the self‐selection perspective, female professors' perception of more women among deans and their greater endorsement of communal career goals (e.g., serving the community) related to the appeal of the position, which in turn related to their own ambition to become a dean. In contrast, male professors' endorsement of agentic career goals (e.g., receiving recognition) related to the appeal of deanships, which in turn related to their own ambition to become a dean. Overall, these findings suggest that policies to increase the number of women in university deanships should make salient the presence of other women in these roles and also the potential of these roles to fulfill communal career goals.

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Section: Introductionmentioning

confidence: 99%

Where are the women deans? The importance of gender bias and self‐selection processes for the deanship ambition of female and male professors

Henningsen

Eagly

Jonas

2021

J Applied Social Pyschol

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“…As for gender and race career asymmetries within higher education administration, Johnson and Howsam (2020), based on diversity audits of five Canadian universities, find that barriers to career progression remain salient for racialized administrators, but not for White female administrators. Lavigne (2020), examining the situation for university deans, paints a somewhat different picture, where both racialized and female deans continue to face important barriers to access the deanship, but also where these barriers grow higher as racialized and female administrators occupy higher roles. Related, Povey et al (2022) examine the situation for Indigenous administrators, who also face not only important career progression barriers, but also barriers to enacting their roles, and, significantly, barriers to implementing their institutions' emancipatory change agendas.…”

Section: Higher Education Administrators and Administrative Staff Mem...mentioning

confidence: 99%

Introduction to the Special Edition on Administration and Administrators in Canadian Colleges and Universities: The Specificity of Higher Education Administration and Future Directions for Research

Lavigne,

Cowley

2023

CJHE

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This article introduces the Special Edition devoted to Canadian higher education administration and administrators. It situates its contributing articles within the context of the dominant themes noticed in the extant research literature: neo-liberal and managerial shifts, gender and race career asymmetries, macro- and micro-politics, and professional identities; and highlights their salient contributions. It identifies some of the confusion around the specificity of higher education administration and presents a definition that clarifies how administration differs from management, leadership, and governance, as well as circumscribes the role of academic and career administrators in relation to those of administrative staff members. The article closes with recommendations for future research.

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Women’s Academic and Professional Services Careers

Barnard,

Arnold,

Munir

et al. 2024

Women Doing Leadership in Higher Education

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The demographics and career paths of Canadian university deans: gender, race, experience, and provenance

Cited by 9 publications

References 18 publications

Where are the women deans? The importance of gender bias and self‐selection processes for the deanship ambition of female and male professors

Where are the women deans? The importance of gender bias and self‐selection processes for the deanship ambition of female and male professors

Introduction to the Special Edition on Administration and Administrators in Canadian Colleges and Universities: The Specificity of Higher Education Administration and Future Directions for Research

Women’s Academic and Professional Services Careers

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