Purpose The purpose of this research is to examine the
hypothesis that under‐representation of women in Australian universities reflects
barriers in the academic promotion process. Design/methodology/approach This
study uses three complementary approaches. Promotion policies and guidelines
are examined using content analysis of documents from all Australian
universities. A sample of 17 universities was selected for interviews with key
gatekeepers to examine promotions practice. Data on promotions by level and
gender were analysed for 16 of these universities 2000‐2002. Findings The analysis of promotions policies and
guidelines established a range of practice. Policies supporting women's
participation and success in promotions included explicit consideration of part‐time and non‐traditional careers, clear equity
statements, and gender representation on promotions committees. Interviews
emphasised the importance of support for and identification of female
candidates, and the need for the establishment of institution‐wide and performance targets for senior managers.
Implicitly, most interviewees accepted the premise that women experienced
barriers in the promotion process, including reticence in applying and
stereotypically gendered notions of merit. However, the analysis of promotions
data showed a more encouraging picture. Application rates and success rates for
women are similar to men's and, at professorial level, slightly higher.
Nonetheless women remain under‐represented at senior levels,
comprising only 16 per cent of the professoriate. Practical implications The
study provided a report to the Australian Vice‐Chancellors'
Committee (AVCC) with a number of recommendations for improving University
promotions policies. These recommendations are available on the AVCC website
and have applicability beyond the Australian university sector.
Originality/value This study is an original study across all Australian
universities which has international applicability and policy relevance.