The under-representation of women in Science, Technology, Engineering and Mathematics (STEM) disciplines has been well documented. We discuss an affirmative action recruitment strategy from the University of Melbourne's STEM disciplines where only female applicants were eligible to apply for academic positions. This strategy has been very…

The paper examines a 'circulatory' system of gender inequity in Australian universities where gender bias prevents women from accessing senior decision-making roles and stultifies their capacity to act as gender change agents. It has been mooted that equity quotas for senior roles can derail this circuit of male privilege in academia. Yet a…

This study explores leadership styles and gender in higher education (HE) by examining representation of female professors in Australian and Turkish universities and identifying barriers to achieving seniority. The paper explores factors, including leadership styles, which explain the higher representation of female professors in Turkey, despite…

Reviews Affirmative Action Act passed by Australian government in 1986 to prevent discrimination against women in employment. Notes that legislation requires universities to implement eight-step program. Explains how University of Melbourne used workshop approach to encourage people on campus to believe in new rules and procedures and to follow…

A study of the relative positions of women and men in senior administrative positions in New South Wales (Australia) colleges revealed women hold almost no senior executive positions, are more restricted in occupational categories, and work in areas less likely to provide career prospects. (MSE)

It is argued that annual reports required of Australian higher education institutions by the national affirmative action agency are inadequate to remedy the problem of employment discrimination. It is proposed that the problem is more complex, and more relevant information and detailed analysis is needed to make meaningful policy changes. (MSE)

Since December 1983 universities and colleges in New South Wales are required to research the extent of discrimination and prepare an equal opportunity management plan. The objectives of this legislation and whether they are being realized within the academic structure of one university are assessed. (MLW)

This monograph explores some of the explanations commonly proffered to justify the existing pattern of academic women's employment in Australian universities. The research, data, and explanations in this monograph address the university area of the higher education sector only. It examines the adequacy of some of the explanations given for women's…

This paper explains the social and legal contexts that affect the status and employment of women in education in Australia. It examines data on women in educational management at all levels, with a focus on the tertiary sector. Methodology involved document analysis of the affirmative action plans submitted by 6 government school systems, 6…

Issues concerning the participation of women in college administration in Australia are presented in this conference report. Of concern were structural and attitudinal barriers to greater participation of women in educational management and the role of government in fostering equal opportunity. Included are an overview of the conference,…

Although many women now have qualifications that in the past guaranteed an academic appointment, few university jobs are available. An unrestrained labor market suggests that the sex ratio of academics is unlikely to change much in the next 10 to 15 years, but several interventions could increase the representation of women in academic posts. (MSE)

Australian universities are surveyed to determine the proportion of female appointments and the appointments of candidates with non-Australian degrees. Evidence is presented that shows both groups are underrepresented, and partial explanations are offered. (JSR)

It is proposed that, to address the lack of women in senior academic ranks, higher education should reexamine appointment procedures, scrutinize the standards by which men have been assessed traditionally, ask men to justify their own merit, and examine the way in which male academics interact with their female counterparts. (MSE)