I use the intersectionality framework to understand how processes of tenure and promotion operate as a system that systematically advantages members of some groups while systematically disadvantaging members of other groups. Empirically, I examine how gender, race, ethnicity, and nativity combine to structure the institution of tenure and promotion in US universities. Consistent with original conceptualizations of intersectionality as a lens that illuminates social structure, this empirical work demonstrates that foreign-born White men are the most advantaged members in the institution of tenure and promotion. Only by accounting for all bases simultaneously does the latent function of the promotion and tenure institution come to light: One that especially advantages White men while disadvantaging women and people of color, both foreign and domestic.