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Four focus groups of women academics provided responses to semi-structured questions, analyzed through coding and thematic analysis. Findings show persistent obstacles across structural, organisational, and individual levels, including heavy workloads, high expectations, complex promotion processes, competition, undervaluation, and tensions between family life and personal wellbeing. Support themes include mentoring, collaborative nurturing, peer encouragement, and flexible arrangements that enable promotion.",{"@graph":69,"@context":126},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/barriers-and-facilitators-for-women-academics-seeking-promotion-perspectives-from-the-inside/594978/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/barriers-and-facilitators-for-women-academics-seeking-promotion-perspectives-from-the-inside/594978.png","ImageObject",300,407,{"name":92,"@type":93},"Mary Man","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-29","2026-10-15",true,{"@type":102,"interactionType":103,"userInteractionCount":29},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118,122],{"name":109,"@type":110,"acceptedAnswer":111},"What was the study’s purpose regarding women academics’ promotion?","Question",{"text":112,"@type":113},"The study explored barriers to and facilitators for promotion as perceived by women academics considering or applying for promotion within an Australian university.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How were participants’ views collected and analyzed?",{"text":117,"@type":113},"Four focus groups of women academics were held, and responses to semi-structured questions were coded and interpreted using thematic analysis.",{"name":119,"@type":110,"acceptedAnswer":120},"What kinds of barriers were identified across levels?",{"text":121,"@type":113},"Barriers included structural, organisational, and individual factors, such as workload and expectations, the multi-pronged promotion process, competition, feeling undervalued, and difficulties balancing family life with personal happiness.",{"name":123,"@type":110,"acceptedAnswer":124},"What facilitators helped women academics pursue promotion?",{"text":125,"@type":113},"Facilitators included mentoring and collaborative nurturing, giving back to others including the university, and flexibility that supports women in applying and succeeding.","https://schema.org",{"og:url":83,"og:type":128,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":130,"canonical":83},"index,follow",{"doc_id":132,"site_id":62},594978,1792192655,{"code":4,"msg":5,"data":135},{"doc_id":132,"user_id":136,"nickname":92,"user_avatar":137,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":138,"file_id":139,"file_url":140,"file_type":141,"file_size":142,"view_count":29,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":143,"language":144,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":145,"faqs":146,"seo_title":147,"seo_description":67,"update_tm":148,"read_time":149,"preview_page_count":4},7421720224475,"https://ap-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","A U S T R A L I A N U N I V E R S I T I E S ’ R E V I E W  \nBarriers and facilitators for women academics seeking promotion  \nPerspectives from the Inside  \nLyn Francis & Virginia Stulz  \nWestern Sydney University  \nIn this paper, we discuss findings from a research project in which barriers to and facilitators for promotion with women academics were explored. Four focus groups of women academics at an Australian university were held. Data including responses to semi-structured questions were analysed and interpreted using coding and thematic analysis. We found that multiple barriers and facilitators still exist in the university sector for women applying for promotion, covering structural, organisational, and individual levels. The barriers for promotion included workloads and huge expectations, the multi-pronged promotion process, competition, not being valued, juggling family life and not wanting to risk happiness. Facilitators for promotion included mentoring and collaborative nurturing, giving back to others including the university and flexibility.  \nKeywords: Barriers andfacilitatorsfor promotion, women academics.  \nIntroduction  \nWomen currently constitute 50 per cent of the population in Australia (Australian Bureau of Statistics, 2016), 50 per cent of the workforce (Workplace Gender Equity Agency, 2017) and 56 per cent of students in Australian universities (Universities Australia Executive Women, 2018). While the number of women employed has increased in Australia there remains an overall gender pay gap and less than 50 per cent of women in senior management positions (Commonwealth Government of Australia, 2017). The presence of women in the academic sphere has increased exponentially in the past 50 years with women making up most of the tertiary sector workforce yet their representation in upper level positions in academia remains underwhelming (Bell, 2016; Dobele et al., 2014; Eddy & Ward, 2015; Jarboe, 2017; Madsen, 2011; Pyke, 2013). While it is to be applauded, there has been a constant increase in the number ofwomen representatives at senior management  \nlevels in Universities (Universities Australia, 2017) and a steady increase in gender balanced representation on academic board committees, women nevertheless remain poorly represented in the top tier roles. Equal gender representation across all levels of academia is crucial to ensure leadership and innovation that is representative of the population, inclusive and diverse ( Jarboe, 2017). Universities as educators of our future workforce leaders have been called upon to set an example in increasing representation of women in senior leadership positions yet women do not always claim senior appointments, with 84 percent of men claiming senior appointments compared to 16 per cent of women as at 2016. Universities are now targeting academics claiming senior appointments such as professorial and senior executive positions by providing mentorship programs and professional development support that will enable women to apply for promotion and succeed (Universities Australia Executive Women, 2018).  \nEvidence in the literature indicates that, while equal opportunity policies are in place in academia, women are still  \nvol. 62, no. 2, 2020 Barriers and facilitators for women academics seeking promotion Lyn Francis & Virginia Stulz 47  \nA U S T R A L I A N U N I V E R S I T I E S ’ R E V I E W  \nnot being awarded promotions, regardless of their workload or achievements (Dobele et al., 2014; Treviño et al., 2015). A 2000-2013 review of the literature suggested a paucity of research in this area and suggested future research focus on the impact of gender in higher education (Gómez et al., 2016). While the literature is expanding regarding gender inequality in leadership positions, the precipitants and causes of the issue remain a point of conjecture (Airini et al., 2010; Howe-Walsh & Turnbull, 2014). In higher education, cultures cultivate networks that exclude women, es","cbCaioUBzK9z4V96","https://ap.wps.com/l/cbCaioUBzK9z4V96","pdf",210906,14,"English","# Introduction\n# Background\n# Barriers to promotion faced by academic women at the structural level\n# Research questions\n# Findings and analysis framework","[{\"question\":\"What was the study’s purpose regarding women academics’ promotion?\",\"answer\":\"The study explored barriers to and facilitators for promotion as perceived by women academics considering or applying for promotion within an Australian university.\"},{\"question\":\"How were participants’ views collected and analyzed?\",\"answer\":\"Four focus groups of women academics were held, and responses to semi-structured questions were coded and interpreted using thematic analysis.\"},{\"question\":\"What kinds of barriers were identified across levels?\",\"answer\":\"Barriers included structural, organisational, and individual factors, such as workload and expectations, the multi-pronged promotion process, competition, feeling undervalued, and difficulties balancing family life with personal happiness.\"},{\"question\":\"What facilitators helped women academics pursue promotion?\",\"answer\":\"Facilitators included mentoring and collaborative nurturing, giving back to others including the university, and flexibility that supports women in applying and succeeding.\"}]","Barriers and facilitators for women academics seeking promotion - Perspectives from the Inside | PDF",1792080209,35]