The cracked glass ceiling: equal work but unequal status

• Published in: Higher education research and development Vol. 33; no. 3; pp. 456 - 468
• Main Authors: Dobele, Angela R., Rundle-Thiele, Sharyn, Kopanidis, Foula
• Format: Journal Article
• Language: English
• Published: Routledge 04.05.2014
• Subjects: Academic Rank (Professional); Academic staff; Academic staff promotion; Academic staff workload; Academic status; Australia; Business Administration Education; Case Studies; case study; College Faculty; Equal opportunities; Equal Opportunities (Jobs); equity; Faculty Promotion; Faculty Workload; Foreign Countries; gender; Gender Differences; Gender equity; Higher education; Postsecondary education; Sex Fairness; Tukeys Test; Universities; Women teachers; workload; Australia
• ISSN: 0729-4360; 1469-8366
• DOI: 10.1080/07294360.2013.841654

The achievement of gender equity in universities continues to warrant attention. Globally, universities have much work ahead of them if they are to redress the gender imbalance in senior positions and remuneration rates. To examine this issue, multiple sources of evidence were used to observe teaching and research workload of academic staff employed at mid-tier business faculties from two urban Australian universities which had more women employed in junior academic ranks. This article argues that although gender equity, in terms of workload, has improved, inequality, in terms of pay and status, still exists. Specifically, while workload differences between genders were largely not evident, fewer women were employed in senior ranks. These results suggest, despite policy reforms, that inequity continues to be a problem in the Australian higher education sector with implications for the recognition (and addressing) of inequity in the global higher education industry. In summary, higher education institutions, senior policy-makers and managers must be cognizant of balancing teaching workloads with opportunities and support systems for research-related activities and directing human resource efforts and promotion opportunities.