that the probability of representation in the tenure pool in a cross-sectional study such as this is completely confounded with time.

Finding 5-2: Given that the interaction between the gender of the candidate and the percentage of women in the tenure-track pool was statistically significant (p = 0.012), women appeared to be more likely to be promoted when there was a smaller percentage of women among the tenure-track faculty, resulting in a greater difference between men and women in their tenure success in departments with fewer female assistant professors. (Figures 5-1 and 5-2 and Appendix 5-3)

Finding 5-3: Women were more likely than men to receive tenure when they came up for tenure review. When controlling only for field and gender of the candidate, we found that women were marginally more likely than men to receive tenure (p =.0567). Women received tenure in 92 percent of the cases (115 out of 125) compared to 87 percent of the cases for men (548 out of 633). (Table 5-4)

Finding 5-4: Discipline, stop-the-tenure-clock policies, and departmental size were not associated with the probability of a positive tenure decision for either male or female faculty members who were considered for tenure. Both male and female assistant professors were significantly more likely to receive tenure at public institutions (92 percent) compared to private institutions (85 percent; p = 0.029). (Appendix 5-2)

Finding 5-5: Eighty-eight percent of both male and female survey respondents stated that they knew their institution’s policy on tenure. Eighty-one percent of male faculty knew their institution’s policies on promotion. However, only 75 percent of female faculty respondents knew their institution’s policy on promotion, which is statistically significant (p = 0.02). (Appendix 5-1)

Finding 5-6: For the six disciplines surveyed, 90 percent of the men and 88 percent of the women proposed for full professor were promoted—a difference that was not statistically significant. There was no significant difference in the probability of promotion to full professor due to gender of the candidate, after accounting for other potentially important factors such as disciplinary differences, departmental size, and use of stop-the-tenure-clock policies. Once proposed for promotion to full professor, women and men appear to have fared about the same across all types of institutions and departments. (Table 5-5)

Finding 5-7: Women were proposed for promotion to full professor at approximately the same rates as they were represented among associate pro-