Abstract
This paper analyses gender differences in faculty promotion and mobility at the University of New South Wales (UNSW) using personnel records for 1999–2010. It finds female lecturers less likely than men to be promoted or to leave UNSW and female associate professors more likely to be promoted. These results are consistent with a flipping statistical discrimination model. Leave‐taking did not account for gender differences. Instead, taking maternity leave indicates higher likelihood of staying at UNSW and being promoted. The paper finds that gender differences narrowed over time but not always as predicted by gender‐related policy changes.
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