Womens’ Career Progression in an Australian Regional University

This article examines the link between terms of employment (full time, part time and casual) at an Australian regional university and women’s career progression. The literature identifies lack of transparency in recruitment, promotion and retention; mobility and location; and management perceptions...

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Autores principales:	Kate White, Anitra Goriss-Hunter
Formato:	article
Lenguaje:	EN
Publicado:	Frontiers Media S.A. 2021
Materias:	gender higher education terms of employment career progression flexible work arrangements Sociology (General) HM401-1281
Acceso en línea:	https://doaj.org/article/54c507c080f5488299c654cba28642a1
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spelling	oai:doaj.org-article:54c507c080f5488299c654cba28642a12021-11-08T07:28:40ZWomens’ Career Progression in an Australian Regional University2297-777510.3389/fsoc.2021.742287https://doaj.org/article/54c507c080f5488299c654cba28642a12021-11-01T00:00:00Zhttps://www.frontiersin.org/articles/10.3389/fsoc.2021.742287/fullhttps://doaj.org/toc/2297-7775This article examines the link between terms of employment (full time, part time and casual) at an Australian regional university and women’s career progression. The literature identifies lack of transparency in recruitment, promotion and retention; mobility and location; and management perceptions of women’s choice to work flexibly as factors impacting on career progression. However, the voices of women working in regional universities and particularly those of professional staff are often not present in current research. This study moves towards addressing this research deficit. Feminist institutionalism is used to analyse the relationship between national legislation, university policies and informal institutional practices in relation to women’s career progression In early 2020, twenty-one women provided written responses to questions on the link between terms of employment and career progression. The main findings tend to support other research about women working in universities; that is, carers need flexible work arrangements. But there are particular differences for women in regional universities who have to travel between dispersed campuses, which brings an added dimension of complexity to career progression. Their choices about terms of employment and fulfilling carer responsibilities resulted in insecure employment for some participants which had an impact on wellbeing and confidence. In addition, care/household responsibilities and the choice to work flexibly had a negative effect on career progression, and managers did not necessarily support flexible work options (despite national legislation that enables employees with child care responsibilities to negotiate flexible work arrangements with managers, and institutional gender equality policies).Kate WhiteAnitra Goriss-HunterFrontiers Media S.A.articlegenderhigher educationterms of employmentcareer progressionflexible work arrangementsSociology (General)HM401-1281ENFrontiers in Sociology, Vol 6 (2021)
institution	DOAJ
collection	DOAJ
language	EN
topic	gender higher education terms of employment career progression flexible work arrangements Sociology (General) HM401-1281
spellingShingle	gender higher education terms of employment career progression flexible work arrangements Sociology (General) HM401-1281 Kate White Anitra Goriss-Hunter Womens’ Career Progression in an Australian Regional University
description	This article examines the link between terms of employment (full time, part time and casual) at an Australian regional university and women’s career progression. The literature identifies lack of transparency in recruitment, promotion and retention; mobility and location; and management perceptions of women’s choice to work flexibly as factors impacting on career progression. However, the voices of women working in regional universities and particularly those of professional staff are often not present in current research. This study moves towards addressing this research deficit. Feminist institutionalism is used to analyse the relationship between national legislation, university policies and informal institutional practices in relation to women’s career progression In early 2020, twenty-one women provided written responses to questions on the link between terms of employment and career progression. The main findings tend to support other research about women working in universities; that is, carers need flexible work arrangements. But there are particular differences for women in regional universities who have to travel between dispersed campuses, which brings an added dimension of complexity to career progression. Their choices about terms of employment and fulfilling carer responsibilities resulted in insecure employment for some participants which had an impact on wellbeing and confidence. In addition, care/household responsibilities and the choice to work flexibly had a negative effect on career progression, and managers did not necessarily support flexible work options (despite national legislation that enables employees with child care responsibilities to negotiate flexible work arrangements with managers, and institutional gender equality policies).
format	article
author	Kate White Anitra Goriss-Hunter
author_facet	Kate White Anitra Goriss-Hunter
author_sort	Kate White
title	Womens’ Career Progression in an Australian Regional University
title_short	Womens’ Career Progression in an Australian Regional University
title_full	Womens’ Career Progression in an Australian Regional University
title_fullStr	Womens’ Career Progression in an Australian Regional University
title_full_unstemmed	Womens’ Career Progression in an Australian Regional University
title_sort	womens’ career progression in an australian regional university
publisher	Frontiers Media S.A.
publishDate	2021
url	https://doaj.org/article/54c507c080f5488299c654cba28642a1
work_keys_str_mv	AT katewhite womenscareerprogressioninanaustralianregionaluniversity AT anitragorisshunter womenscareerprogressioninanaustralianregionaluniversity
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Womens’ Career Progression in an Australian Regional University

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